employee performance evaluation, Human Resources Training

Performance Management: Dealing With the Difficult Employee

performance_management_system-1

The difficult employee, or the employee that reeks of negativity and toxicity, is someone every organization has to be prepared to face at some or another point of time in its existence. Even if HR subjects the interview process of all candidates with utmost diligence, there is a chance that a negative person can slip through the noose and make it to the organization.

How does the organization deal with such an employee? How does it motivate him or her to perform well and contribute to the organization’s growth? These are challenging questions for even managers with the finest man management skills. It is a fact that much of management’s energies and strengths are drained in managing such an employee. Whether it is in the matter of attitude, attendance or just lack of ability to carry out the designated work, management is up against odds when it comes to employees with attitude problems.

A sixty-minute webinar from TrainHR, a leading provider of professional training for all the areas of human resources, on March 31, will show how to deal with such situations. The expert at this session is Bob Verchota, owner and senior consultant for RPVerchota & Associates, a consulting firm.

Please visit TrainHR to enroll for this learning and derive valuable knowledge of dealing with the performance issues concerning the toxic employee.

—————————————————————————————————————–

It is no secret that most organizations come across toxic employees. The toxic employee can spread her or his venomous attitude to the other employees. More than half of the employees are victims of abusive or intimidating behavior from their toxic colleagues.

At this webinar, Bob will equip managers with the insight and tools with which to deal with performance issues effectively. With these tools and insights, they will be able to learn the ways of preparing rightly for facing such employees. They will be able to hold such employees to account, as a result of which they can bring about improvements in their organizations.

One of the major takeaways for the participants from this session is the several handouts that Bob will give them. These are some kind of a toolkit with which they can start their own employee correction program. These handouts are:

  • A 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.

At this webinar, which is aimed at benefiting personnel such as managers and supervisors who have responsibility for corrective action, human resources professionals, and people who aspire to leadership and supervisory positions, Bob will cover the following areas:

  • How to start off on the right foot by creating clear expectations
  • How poor performance effects organizational performance 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 supervisors face in managing behavior
  • Methods for objectively documenting Toxic Attitude Syndrome
  • 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

—————————————————————————————————————–

About the expert: Bob Verchota ‘s firm offers services to clients who seek to align their business and employees and helps them to create successful outcomes and excellent work environments.

It provides solutions to companies for a wide variety of HR issues including training and development, compensation, compliance, policy development, performance management, employee relations and managing change from mergers and acquisitions to project specific disruptions of the status quo.

employee performance evaluation, Human Resources Training

The Psychology of an Employee

1_gdsjrZPJIqFThAQlEIviEA

One of the most essential ingredients for employee performance, and with it, organizational success, is employee psychology. Employees that have the right frame of mind, the positive one, are the ones who succeed.

Understanding employee psychology helps organizations understand the reasons for which employees behave the way they do at the workplace, the reasons for which they react or respond to certain given situations, the factors that play in their mind when confronted with both positive and negative situations, and so on.

Where there is a conflict between an employee’s and an organization’s outlooks and expectations, there is bound to be some friction. Understanding employee psychology helps organizations iron these out.

A meaningful webinar from TrainHR, a leading provider of professional training for all the areas of human resources, will set these issues in their right perspective and help employers and employees alike get a proper understanding of the way each behaves vis-à-vis the other.

At this session, which is being organized on February 24, Toluse Francis, a trained mental health practitioner and Life Coach, will be the speaker. Please visit TrainHR to enroll for this very valuable session and learn how understanding employee psychology can play a very major role in helping organizations get the most out of them.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

—————————————————————————————————————–

This webinar will help the participants gain knowledge of how to understand and change employee behaviors, which will help them perform their best. Toluse will help them eliminate the fear of missing out, understanding their right to good working conditions, eliminate uncertainty, and understand the mind and behavior of the employees.

He will cover these areas at this webinar:

  • Change behaviors
  • Why employees behave the way they do
  • Employee psychology
  • Needs of employees vs. needs of the company

This session is aimed at the benefit of employees, CEO’s, and recruitment firms.

—————————————————————————————————————–

About the expert: As a volunteer with a number of organizations such as Mentally Aware Nigeria Initiative (MANI), Toluse has an impressive track record of aiding people to move on from negative past experiences and focusing on their future with enthusiasm.

He was the awarded the Health Writer of the Year by the Nigerian Writers Award. He is an author with three books published to his credit.He has been invited to both radio and television programs to offer his professional views on mental health and has spoken and taught both locally and internationally as well as offering his service as a therapist. 

 

Human Resources Training, Interview training

Stay Interviews: A Powerful and Low-Cost Employee Engagement and Retention Tool

images

The concept of “lifetime employment” is past us. Yet, today is also the time when the demand for talent is perhaps at its highest. The reason for this demand is understandable: talent is not easy to find. If finding the right talent is a big challenge for HR, the bigger one is retaining them, because talented employees are difficult to find, but easy to poach!

It is thus no surprise that a recent Harvard Business Review article entitled “How to Keep Your Top Talent” showed that almost a quarter of an organization’s top talent plans to move out within just a year of joining.

The onus of retaining talented employees rests with HR. Organizations have everything to gain by keeping talented employees, because it is the only way by which to not only ensure that the company grows, but to also justify the high cost that would have gone into finding them. Frequent departures by talented employees, especially those in key positions, can affect the organization in a number of ways.

It can hurt the quality of their products and services. It can waste their time, and worst of all, hit their reputation because they earn the name of being a company that cannot retain its talent.

So, how do organizations build and retain talent? A webinar from TrainHR, a leading provider of professional training for the human resources industry, which is being organized on November 20, will show the means by which to do this. Marcia Zidle, CEO of Leaders At All Levels, will be the expert at this session.

Please visit TrainHR to enroll for this valuable learning.

—————————————————————————————————————

A stay interview is ideally set up when HR senses that an employee is about to leave the company. During this session, it should have a clear discussion, at which the topic of the upcoming resignation will be discussed specifically. The basis to this meeting of course, should be certainty about the employee’s decision to leave.

stay-interviews

When done right, this stay interview can go a long way in making the key employee change her mind about leaving the organization. HR should come up with solid and practical suggestions for keeping the employee who is planning to leave. It should also roll out its amended offer, if any.

First of all, HR should understand the reasons for which the employee is planning to leave. The reasons could vary from pay to working conditions to bad colleagues to better opportunities. The stay interview should find this out without being intrusive. Having discovered the reason, it should come up with something that is more enticing for the employee than what is on offer elsewhere. All these require tact and patience.

Marcia will offer suggestions on how to conduct stay interviews that offer a range of benefits for the employee and the employer. Stay interviews should stimulate the employee because, often, just the call for such an interviews fills them with pride that the organization is valuing their work, but for which it would make no attempt to keep them.

Further, the stay interview is personalized, being different from other mass employee programs. The stay interview also results in concrete actions once it is completed, such as shifting the employee to a position or job of her choice. And the best of all, they cost almost nothing.

————————————————————————————————————–

About the speaker: Marcia Zidle is the CEO of Leaders At All Levels and a board certified executive coach based in Dallas Texas. With over 25 years of management, business consulting and international experience in the areas of business transformation, talent management and leadership development, she provides strategic focus, alignment and guidance to business leaders and their teams to ensure they get on the right track, stay on the right track and not get side-tracked in their drive for higher performance and profitability.

 

employee performance evaluation, Human Resources Training

Performance Reviews that Build Loyalty

Performancereviews

One of the most vital aspects of an employer-employee relationship is the performance review. This exercise is meant to help the organization assess the employee’s performance during a period of time in the light of the organization’s expectations and the employee’s fulfillment of the same.

However, most performance reviews end up being less than successful and result in a situation where neither party is satisfied, because, even though done sincerely, most performance reviews are carried out with the wrong focus. Rather than being open and honest conversations, most performance reviews end up telling the employee where all she needs to improve and pointing fingers at why she did not deliver up to expectations.

What then, are the components that ensure that the performance review is a robust one in which there is proper alignment of both the organization’s expectations and the employee performance?

These issues will be taken up for sharp analysis at a webinar that TrainHR, a leading provider of professional training for the human resources areas, will be organizing on July 31. Karla Brandau, the CEO of Workplace Power Institute, will be the expert at this session. Please enroll for this valuable learning session by visiting https://www.trainhr.com/webinar/performance-reviews-that-build-loyalty–702462LIVE.

—————————————————————————————————————-

The essence of the learning this webinar is going to impart is an understanding of how to use performance reviews as the basis for ensuring professional growth in the employee by bringing the employee’s performance and the organization’s goal together, which will benefit both parties.

Both sides should set realistic and achievable goals. The organization should ensure that the hindrances that the employee faces in achieving these goals are removed, and should create a conducive environment for the employee to accomplish these goals. Feedback and questions, both positive and negative, should become an integral part of this exercise, and should be encouraged.

The objective of a positive performance review is that it should create goodwill and a sense of bonhomie between the two. It should evolve into a system that, when put in place, becomes the basis for such an exercise throughout the year. At this webinar, the speaker will show how participants can:

  • Assess their skill at clearly stating expectations
  • Set consequences for non-performance
  • Handle inadvertent human errors
  • Use a conversational interview format
  • Speak from observable facts
  • Give feedback that builds the relationship
  • Work with criticism
  • Develop KRA’s – Key Result Areas

She will offer tips on how to logically document performance, set up an appropriate environment for conversations, and invite the employee and set up the performance review meeting. She will cover the following areas at this webinar, which will help the stakeholders in a performance review, such as Senior Managers in all departments, mid-Managers at all levels in the organization, Supervisors, Team Leaders, Project Managers, or just anyone tasked to give performance reviews immensely:

  • Planning ahead for Performance Reviews
  • Personal preparation for the one-on-one Performance review Conversation
  • Preparing the employee for the Performance Review
  • Determining KRAs for the coming year
  • Creating rapport with the Employee

A bonus for those attending this webinar is the teaching the speaker will give of how to use expanded Microsoft Outlook Calendar and Task Folder features to keep on top of performance review content and meeting times with employees.

———————————————————————————————————-

About the speaker: Karla is a thought leader in management and team building techniques. A specialist in personalities, communication skills, and leadership principles, she has authored the book, How to Earn the Gift of Discretionary Effort, which aims to teach managers how to be the leader people CHOOSE to follow, not have to follow because of their position on the organizational chart.

 

employee performance evaluation, Human Resources Training

Performance Management: Moving from Feedback to Coaching

pms

The present day workplace, in which as many as five generations are working together, emphasizes the need for greater interactivity and involvement of the employees at a deeper level than earlier. Performance management plays a stellar, strategic role in retaining employees. A performance management strategy that is objective and process oriented is a highly effective tool to engaging and retaining employees.

The ability to help the organization retain employees in the backdrop of scarcity in the availability of talent is the hallmark of the effectiveness of a performance management strategy. Such a performance management system becomes absolutely necessary for the organization.

TrainHR, a leading provider of professional training for the areas of human resources, is organizing a training at which learning of these crucial elements of a performance management strategy will be imparted. Tonia Morris, Founder of Simply HR, LLC, will be the expert at this sixty-minute session, which is being organized on July 15. Please visit https://www.trainhr.com/webinar/performance-management:-moving-from-feedback-to-coaching–702496LIVE to gain valuable insights into how to build an effective performance management system into your organization.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

—————————————————————————————————————-

The nub of a performance management system is in making the employee feel wanted and valued. This is the surest cause for them to participate in the performance process. The absence of an engagement process with the employees makes them disengaged, a solid reason for them to exit from the organization and seek other avenues.

The expert at this webinar will show how to put in place effective performance evaluations that take certain predetermined parameters to ensure objectivity, and yet are fluid enough to accommodate new ideas and contributions. This webinar will explain all these in detail.

The participants at this webinar will not only learn the importance of carrying out effective performance evaluations; they will also understand how to conduct them. The direct result of this learning is a grasp of how to engage employees in the process and how to handle difficult conversations during the process.

Tonia will show to the participants of this webinar how to implement a simple solution when providing feedback-The CARE Approach. At this webinar, she will cover the following areas:

  • Develop Rapport with Employees
  • Provide Effective Feedback
  • Provide Collaborative Environment
  • Encourage Employee to Self-Evaluate
  • Anticipate & Manage Employee Defensiveness, Anger or Other Emotions
  • Follow-up Performance Management Interventions.

This webinar is of immense benefit to personnel who deal with employee engagement, such as Managers, Supervisors, Leaders, Human Resource Professionals and Shift or Team Leaders.

—————————————————————————————————————–

About the expert: Tonia describes herself as a “Generational Connector”. The company she founded, Simply HR, LLC, is not only a consultant and management firm; it is also a speaking and training company.

Predictably, Tonia is at home with speaking and providing leaders with training solutions that cultivate a generationally-inclusive workplace. Her observation of the diversity and generational gaps in the workplace made her determined to start an organization of her own in which she could offer solutions to problems arising from this situation.

With more than 20+ years of progressive HR experience, Tonia provides keynote speeches, lunch-and-learns, and workshops for organizations and associations across the Southeast.

employee engagement, Human Resources Training

Performance Management: Moving from Feedback to Coaching

Performance-Management-Software

As the workplace becomes more and more interactive, involving the employees in a much deeper manner than was done before, the need for using performance management as a core strategy to retain employees gains ground. A process oriented and objective performance management strategy is the surest means to engage employees.

The importance of performance management in helping to retain employees can never be overstated, more so in today’s workplace, which is home to an unprecedented five generations of workers. As organizations struggle to retain talent, the need for putting a performance management system that takes core parameters into consideration is a must.

The ways of doing this is the learning a webinar from TrainHR, a leading provider of professional training for the areas of human resources, is imparting. TrainHR brings Tonia Morris, Founder of Simply HR, LLC, for this hour-long session. To explore the novel and highly effective ways of instilling a performance management system into your organization, please register for this webinar by visiting  http://bit.ly/2XA7Mms .

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

—————————————————————————————————————-

Tonia will emphasize the importance of making employees in today’s workplace feeling valued. This motivates them to participate in the performance process. Effective performance evaluations that take certain predetermined parameters to ensure objectivity, and are at the same time flexible to accommodate new ideas and contributions, are thus important to this process.

The speaker will teach participants the importance of carrying out effective performance evaluations, and more importantly, will show how to conduct them. This will lead them to an understanding of how to engage employees in the process and how to handle difficult conversations during the process.

She will explain how participants to this webinar can implement a simple solution when providing feedback-The CARE Approach. The absence of an engagement process with the employees makes them disengaged, a concrete step to their exit from the organization. This webinar will explain all these in detail. Aimed for the benefit of personnel who deal with employee engagement, such as Managers, Supervisors, Leaders, Human Resource Professionals and Shift or Team Leaders, this webinar will cover the following areas:

  • Develop Rapport with Employees
  • Provide Effective Feedback
  • Provide Collaborative Environment
  • Encourage Employee to Self-Evaluate
  • Anticipate & Manage Employee Defensiveness, Anger or Other Emotions
  • Follow-up Performance Management Interventions.

—————————————————————————————————————–

About the expert: Tonia describes herself as a “Generational Connector”. The company she founded, Simply HR, LLC, is not only a consultant and management firm; it is also a speaking and training company.

Predictably, Tonia is at home with speaking and providing leaders with training solutions that cultivate a generationally-inclusive workplace. Her observation of the diversity and generational gaps in the workplace made her determined to start an organization of her own in which she could offer solutions to problems arising from this situation.

With more than 20+ years of progressive HR experience, Tonia provides keynote speeches, lunch-and-learns, and workshops for organizations and associations across the Southeast.

Career Development, Human Resources Training

The Millennial Workforce: How Smart Companies Engage and Tap Their Entrepreneurial Energy

Group of young business people and designers.

In this present scenario at the American workforce, where, as the Deloitte Millennial Survey, released in January 2014 shows, Millennials will make up nearly half the workforce by next year; there is a pressing need for employers to devise the right strategies to hire, retain and optimize this major chunk.

A few facts about the Millennials are well known. For instance, being the first generation to be almost contemporaneously born with the new technologies that are influencing our world; they are prone to very short attention spans and are more likely to rely on the visual medium to grasps concepts better. These apart, what is also striking about them is the fact that they hate working in a bureaucratic environment and love to be independent at work.

Being highfliers, they don’t like to be confined to the workplace for long. They love to be enterprising and will move to more rewarding opportunities much faster than the previous generations did. The criteria they usually consider for higher rewards include autonomy, freedom to be creative, and the opportunity for making an impact.

This makes it imperative for managers of the present-day organizations to create the right environment for this segment of the workforce if they have to leverage their skills and knowledge. The aim of doing this is obvious: to be in a position to better marshal their talent to make them more productive for the organization.

Thorough learning of how to handle the Millennials at the workplace

It is this knowledge that will be the core of a learning session that TrainHR, a leading provider of professional training for the human resources areas, is offering at a webinar. At this webinar, Marcia Zidle, CEO of Leaders At All Levels, will be the speaker. Please visit http://bit.ly/2Hc8QZu to register for this highly valuable session.

Marcia will show how organizations can create the entrepreneurial spirit in both large and small companies and help managers bring about employee engagement, innovation and retention from the millennial workforce. She will cover the following areas:

  • Define engagement and identify the three types of employees
  • Recognize the myths and the realities of the millennial workforce
  • Discover why millennials are great candidates for intrapreneurship
  • Review examples of intrapreneurship in large, medium and small size companies
  • Recognize the type of culture that encourages innovation and intrapreneurship
  • Discover why the manager is the key for employee engagement, innovation and retention
  • Review five management techniques that will lead to better communication and results with Millennials.

—————————————————————————————————————

About the speaker:

With over 25 years of management, business consulting and international experience in the areas of business transformation, talent management and leadership development, she provides strategic focus, alignment and guidance to business leaders and their teams to ensure they get on the right track, stay on the right track and not get side-tracked in their drive for higher performance and profitability.

Marcia’s expertise includes coaching high performers for senior and mid-management positions, developing effective executive teams, positioning organizations for significant growth and facilitating business and team performance. Her specialties include strategy and culture, change management, employee engagement, team building, career management, leadership assessment and development.