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Employee having a difficult performance conversation with her boss

Instructor-Led Training

Dealing Effectively With Unacceptable Employee Behavior

Get expert advice on the sticky issue of disciplining workers whose performance just doesn’t measure up. In this live, virtual course, you'll learn how to handle each step of the process — from identifying performance problems...to separating issues from personalities...to assessing the severity…to intervention strategies…to termination procedures.

Course Outcomes

Identify 15 key warning signs of emerging performance problems
Differentiate and manage a variety of difficult personality types
Respond proactively to negative situations, rather than acting on impulse
Deliver effective feedback that promotes improvement and maintains professionalism
Select the appropriate intervention strategy to resolve performance issues
Document terminations thoroughly and defend them with solid evidence

Course Agenda

Instructor-Led Training

Print Agenda

Session 1: Identifying Performance Problems and Maintaining Open Communication Channels

Realize the major reasons employees don’t perform up to standards
Be aware of warning signs that a performance problem is brewing
Determine when a “problem” employee really isn’t a problem
Overcome reasons that bosses sometimes fail to recognize — or worse, fail to address — performance problems
Understand the critical differences among coaching, criticizing and disciplining—and decide which approach a particular situation calls for
Constructive feedback: Use it effectively to convey the perceived problem to the employee and promote productivity
Avoid emotionally charged statements and communication breakdowns that can escalate a problem situation
Don’t soft-pedal the issue: The importance of using specific, clear and direct language when communicating with employees about performance problems

Session 2: Positive Intervention Techniques for Turning Performance Problems Around

Understand that you, as a manager or supervisor, may inadvertently contribute to performance problems
Step-by-step checklists for preparing and conducting effective intervention meetings
Be prepared with effective response strategies if employees react strongly during your discussions
Avoid the common mistakes managers and supervisors make when preparing for counseling sessions or performance reviews
Know the importance of taking corrective rather than punitive action
What are the major elements every successful performance improvement plan must include?
Try innovative techniques that often work when traditional approaches to discipline don’t get results
Realize when verbal reprimands are effective — and best practices to follow

Session 3: When the Problem Persists: Conducting a Formal Discipline Session or Deciding to Terminate

Follow a step-by-step guide for conducting an effective — and legally sound — discipline session
Consider this 6-point checklist when determining if termination is the best course of action
Never ignore employee actions and behavior that affect performance — and when they warrant termination
List examples of gross misconduct that are grounds for immediate dismissal — and how to keep control of difficult termination situations
Protect yourself and build your case with solid documentation
Know the 3 actions you must take before firing
Follow step-by-step guidelines for conducting a termination meeting
Calm the waters: What to do after a termination to minimize negative repercussions among remaining workers

PLUS: Protecting You and Your Organization Legally

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