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Results for Program: Once and For All: Resolving Performance Challenges™

A Last Chance Option/Termination

A Last Chance Option/Termination

You’ve clearly communicated expectations, delivered at least a couple of verbal warnings, and even a written warning. If the employee has not yet improved, the next action to take is a last chance option. This could be many things; including another written warning or suspension or time off with pay.

Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Vignettes Suggested Industry Usage: Healthcare, Office & General Other Topics: Leadership, Assessing Performance, Problem Resolution
Documenting the Discussion/Actions

Documenting the Discussion/Actions

When dealing with a performance challenge from this point forward creating written notes regarding your conversations becomes critical.

Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Vignettes Suggested Industry Usage: Healthcare, Office & General Other Topics: Leadership, Assessing Performance, Problem Resolution
Evaluating Performance Challenges

Evaluating Performance Challenges

When evaluating performance challenges, don’t assume anything! Do your homework and get the all the facts you can. Have personal knowledge of the performance issue. Don’t rely on allegations, rumors or information provided to you.

Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Vignettes Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality Other Topics: Leadership, Assessing Performance, Problem Resolution
Performance Doesn’t Improve (Verbal Warning)

Performance Doesn’t Improve (Verbal Warning)

When an employee doesn’t do what he or she said she could or would do, move to the first formal step of progressive discipline, a verbal warning. The verbal warning is a discussion where you let the employee know what specific behavior is unacceptable and that it has to stop.

Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Vignettes Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality Other Topics: Leadership, Assessing Performance, Problem Resolution
Plan Regular Discussions

Plan Regular Discussions

When an employee has responded well to your corrective discussion, it doesn’t end there. Take time to hold regular performance discussions with all employees all the time. Conversations like these will save you time, improve productivity and increase employee morale.

Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Vignettes Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality Other Topics: Leadership, Assessing Performance, Problem Resolution
Real Examples - Performance Challenges

Real Examples - Performance Challenges

Of all the things we do, dealing with and resolving our employee performance challenges are among our most difficult responsibilities.

Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Vignettes Suggested Industry Usage: Office & General Other Topics: Leadership, Assessing Performance, Problem Resolution
Unclear Expectations - Using Progressive Discipline

Unclear Expectations - Using Progressive Discipline

Progressive discipline is really a matter of following a series of planned actions when dealing with employee performance issues or infractions of company policy. The actions intensify in seriousness if the employee continues to fail to meet job expectations and standards.

Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Vignettes Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality Other Topics: Leadership, Assessing Performance, Problem Resolution
Using a Corrective Discussion

Using a Corrective Discussion

Typically, it's best to assume that an employee is not purposefully performing less than expected. He/she may simply need clarification of what’s expected, some additional guidance, or to understand the importance of following policy and meeting expectations. Generally, most performance challenges can be resolved during this second action, the corrective discussion.

Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Vignettes Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality Other Topics: Leadership, Assessing Performance, Problem Resolution
Using a Corrective Discussion (Aggressive Employee)

Using a Corrective Discussion (Aggressive Employee)

Dealing with angry and defensive behavior that is directed toward you is difficult, to say the least. The best strategy is to sit back and listen. Let the other person get it all out. As tough as it is, don’t respond in kind.

Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Vignettes Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality Other Topics: Leadership, Assessing Performance, Problem Resolution
Once and For All: Program Introduction

Once and For All: Program Introduction

The longer we allow employee performance issues to continue, the more we put productivity and the effectiveness of our department, team or organization at risk.

Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Introduction Suggested Industry Usage: Healthcare, Office & General Other Topics: Leadership, Assessing Performance, Problem Resolution
Once and For All: Program Summary

Once and For All: Program Summary

Once you’ve reached the last chance option with an employee, expectations and consequences have been clearly communicated. Now it’s time to draw a conclusion. Does the employee have the right skills and/or motivation?

Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Summary Suggested Industry Usage: Healthcare, Office & General Other Topics: Leadership, Assessing Performance, Problem Resolution