Why Train on This Topic?

Many supervisors and managers are reluctant to confront poorly performing employees. Many want to avoid conflict or lack confidence in their ability to provide constructive criticism or effective discipline. They may also fear making a mistake in the disciplinary process for which their organization could later be sued. Indeed, each year improperly
handled discipline and termination decisions cost employers millions of dollars.

Who Should take This Course?

All human resource professionals,hiring managers, supervisors and nonsupervisory employees who interview applicants or in any way participate in the
hiring and performance review processes.
 

What Does This Course Cover?

The course will address issues such as:

1. Purpose of Corrective Action
   • Goals of providing employees feedback, counseling and discipline
   • Why supervisors are reluctant to honestly evaluate and promptly discipline employees when needed, and the legal and organizational dangers of not doing this
2. Documenting Employee Performance and Discipline
   • Identifying and keeping a diary of specific incidents and behaviors
   • Properly documenting counseling and disciplinary meetings with employees
   • Keeping documentation focused and professional
3. Meeting With the Employee to Discuss Your Concerns
   • Restricting comments to specific incidents of poor performance or poor behavior
   • Asking for an employee's suggestions on how to prevent problems from recurring
   • Handling your emotions and properly responding to the employee's emotions
   • Choosing the appropriate level of discipline
   • Making sure that an employee has the resources and training necessary to do the job
   • Ensuring that the employee understands your expectations and performance requirements, the specific actions he or she will need to take to improve, and the consequences of not improving
4. Performing Follow-Up Meetings
   • Reviewing each incident of poor performance or misconduct and informing the employee of problems remaining or of the employee's successful improvement
   • Discussing further violations of organization policy
5. Factors to Consider When Deciding Whether to Terminate an Employee
   • Ensuring that discipline is applied consistently
   • Avoiding terminations that could be seen as discriminatory
6. Termination Meeting
   • What should you say and not say?
   • Should you tell the employee the reasons for the termination? How much detail should you give?
   • Documenting terminations properly
7. Post-Termination Issues
   • Protecting other employees and your organization's property
   • Handling requests for references

How is the Course Information Delivered?

Through a series of scenarios and interactive exercises, you will learn practical skills for lawfully and effectively counseling and disciplining employees. For example, in the simulation section you will apply the theories of lawful and effective discipline to a difficult conversation with a poorly performing employee. The employee will give you different responses based on your questions and comments. Your goal is to have a constructive conversation with the employee that squarely addresses your concerns, while avoiding saying anything that later might be used against you in a lawsuit.