Learn to navigate difficult performance conversations.

Often, managers have to provide performance feedback to those employees who are popular and well-liked. These situations can be daunting because the performance is not as expected, and the employee will be devastated. These issues can provoke anxiety on the part of the manager to address those issues. Usually, managers will ignore performance issues because the person is so well-liked, which can create a host of legal implications. On the other hand, there are employees who have hot tempers and can create a disturbance. This is another nightmare issue for managers during the performance review process and must also be addressed, or it could cause some legal problems. This course will help managers and HR professionals navigate these difficult performance conversations.

Learning Objectives

• You will be able to discuss ideas on how to structure performance conversations.
• You will be able to describe rules on facilitating constructive conversations.
• You will be able to explain how to address employee performance problems.
• You will be able to identify legal implications in ignoring underperformance.

Agenda

Addressing Employee Performance Problems

• Keep It Specific
• Be Thorough
• Do Not Make It Personal
• Be Prepared to Listen
• Outline an Action Plan
• Follow Through

Facilitating Constructive Conversations

• 9 Crucial Rules to Remember
• Giving Feedback to People Who Cry, Yell, or Get Defensive
• Designing Coaching Strategies for Employees
• Incorporating Accountability and Metrics

Legal Implications

• Risks of Ignoring Underperformance
• Case Studies and Examples

Who should attend?

This live webinar is designed for supervisors, team leaders, business owners and managers, presidents, vice presidents, human resource managers and others with management responsibilities.