Performance Management: Dealing With The Difficult Employee

In spite of good hiring and inspired leadership, all supervisors ultimately must deal with someone with Toxic Attitude Syndrome.
Whether it's a crummy attitude, attendance, or just being unable to do good work; employee performance issues often consume large amounts of time, energy, and emotion. In fact, 57% of employees have witnessed abusive or intimidating behavior, and probably 100% work with someone who isn't pulling their weight.

This webinar is designed to give managers insight and tools for effectively dealing with performance issues. It is a challenging job but with the right preparation, we can hold employees accountable and improve our organizations. You will receive several handouts that will act as a toolkit to get you started with your own program.

• How to start off on the right foot by creating clear expectations
• How poor performance affects 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 a 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

• Managers and Supervisors who have responsibility for corrective Action
• Human Resources Professionals
• People who aspire to Leadership and Supervisory positions

Bob Verchota, SPHR, is the President and owner of RPVerchota & Associates, a human resources and management practices consulting firm. He has over 30 years of human resources and operational leadership experience. His most recent corporate assignments include serving as VP Support Services, VP of Ancillary Services and Human Resources, and VP Human Resources. Focus areas include organization change and employee development, talent acquisition, risk management, compensation and benefits, labor and employee relations, performance improvement, and other operational issues. 

Academic pursuits include an undergraduate degree in Business Administration, graduate degree in Healthcare Administration (MHA), and doctoral work in Organization Development EdD (abd). He has taught at the technical, baccalaureate, and masters levels in several colleges and universities.