Handling and Documenting a Non-Performing Lead, Supervisor, Manager

Managing employee performance is a critical role for all leaders, of any group, even volunteers and family members. Expected outcomes depend on the ability to set clear performance expectations (outcomes) and in some situations help by defining methods or processes that are to be used.

Leaders are not immune from having performance issues and may become disconnected from the outcome (goals), or processes and this situation must be quickly assessed, and action taken. To wait, defer or “hope” it will get better is not an option as both the organization performance and impact on co-workers starts to take hold and can have compounding negative impact. Addressing both technical ability and behavioral issues must be done expediently and with proper alignment to policy along with regulatory boundaries for such action. The risk is real for doing it wrong, lawsuits and negative public relations, are two of the areas of concern. Having a leadership team that is well advised and consistently applying best practices and approaches to performance management is critical to long term success.

Why you should Attend: This webinar is designed to give insight and tools for effectively dealing with performance issues of leaders and leadership. It is a challenging job but with the right preparation, we can hold all employees, and most importantly leadership, accountable and improve our organizations. You will receive several handouts that will act as a toolkit to get you started with your own program or help you check your processes and outcomes.

Areas Covered in the Session:

• How to start off on the right foot by creating clear expectations
• How poor performance effects the organization and work environments
• How progressive discipline policies can hurt you
• Why probationary periods may be a bad idea
• What is employment-at-will and when can you use it?
• The key concepts in just cause
• Steps for conducting disciplinary investigations
• How to hold employees accountable for sustained change
• A simple system for determining how to coach employees
• Dealing with difficult people
• 11 barriers organizations face in managing behavior
• How to prepare for termination
• How to prepare for and conduct a disciplinary meeting
• Performance Improvement Plans - receive a sample form
• Setting SMART goals for employee performance
• How to use last chance warnings

• Copy of the presentation
• A sample corrective action policy
• Sample corrective action documentation form
• A termination checklist
• A sample Performance Improvement Plan (PIP) form
• A sample Investigation Questionnaire Form

• Managers and Supervisors who have Responsibility for Corrective Action
• Human Resources Professionals
• People who Aspire to Leadership and Supervisory Positions