Every supervisor eventually has to manage an employee with a toxic attitude, poor attendance or weak work. This 60-minute webinar shows how to deal with these problems quickly and within policy and legal limits.

Waiting and hoping things improve rarely works. A disconnected employee affects both results and co-workers, and handling it badly can lead to lawsuits and bad publicity.

You'll learn how to set clear expectations, why progressive discipline policies and probationary periods can backfire, how employment-at-will and just cause work, and how to run disciplinary investigations and meetings. The session also covers objective documentation, coaching, performance improvement plans with a sample form, SMART goals, last-chance warnings and preparing for termination.

WHY SHOULD YOU ATTEND?

Performance and attitude problems eat up a manager's time, energy and emotion. With 57% of employees having witnessed abusive or intimidating behavior, most teams will face this issue.

This session suits managers and supervisors responsible for corrective action, HR professionals and aspiring leaders who want a consistent, defensible approach.

AREA COVERED

• Starting off right by creating clear expectations
• How poor performance affects results and the work environment
• How progressive discipline policies can hurt you
• Why probationary periods may be a bad idea
• Employment-at-will and when you can use it
• Key concepts of just cause
• Steps for conducting disciplinary investigations
• Holding employees accountable for sustained change
• A simple system for deciding how to coach employees
• Dealing with difficult people
• 11 barriers supervisors face in managing behavior
• Documenting toxic attitudes objectively
• Preparing for and conducting a disciplinary meeting
• Performance improvement plans, with a sample form
• Setting SMART goals for employee performance
• Using last-chance warnings
• Preparing for termination

LEARNING OBJECTIVES

• Set clear performance expectations from the start
• Explain employment-at-will, just cause and the risks of progressive discipline
• Conduct disciplinary investigations and meetings
• Document toxic behavior objectively
• Coach employees and hold them accountable for lasting change
• Use performance improvement plans, SMART goals and last-chance warnings
• Prepare properly for a termination

WHO WILL BENEFIT?

• Managers and supervisors who have responsibility for corrective action
• Human resources professionals
• People who aspire to leadership and supervisory positions