Managers really earn their paychecks when they have to confront poor performance or disruptive behavior. It’s a tough task – and managers who don’t know what to do often practice avoidance. This Quick Take package helps managers tackle discipline and terminations with confidence. These modules show: how to treat employees with dignity while protecting the interests of the organization; what to say – and not say – to prevent lawsuits and complaints; and an approach to progressive discipline that can help salvage a struggling employee’s career.
The videos included in this package are:
Jokes and Pranks in the Workplace: When to Humor Them, When to Squelch Them
No smart supervisor wants to squelch harmless jokes that burn off tension and build camaraderie. But sometimes – often before people realize it -- jokes can turn mean, or jokesters overdo it, or somebody thinks it’s funny to put a co-worker down. When that happens, supervisors need to apply the brakes – firmly. In this Quick Take, you’ll learn the two hidden reasons why humor can be so damaging, three ways employees can cause trouble with misguided humor and three steps supervisors can take to minimize the risks of off-target workplace humor.
Progressive Discipline: The "Career Advocate" Method for Salvaging Endangered Employees
Managers often see the stages of progressive discipline as the opening acts leading up to firing of an employee. They focus on creating a paper trail to protect against potential lawsuits. But too many managers overlook the positive role progressive discipline can play, and they miss out on opportunities to change behavior and salvage employees who are worth trying to keep. That’s the main subject of this Quick Take, which will explore what managers can do to maximize the likelihood that “endangered” employees will turn themselves around.
How to Terminate Poor Performers - Without Provoking a Lawsuit
On the surface, terminating an employee for poor performance seems like a no-brainer. It’s nothing personal. The worker just isn’t getting it done and would be better off in another job. But even when a termination is 100% justifiable, managers must be extremely careful how they conduct themselves. Terminations, no matter how clear cut, are legal minefields. In this Quick Take you’ll learn the #1 managerial oversight that gives terminated employees traction in a lawsuit, the most common mistake supervisors make during the actual termination conversation, the main reason terminated employees sue and a blueprint for terminating employees in a way vastly reducing the likelihood you’ll get sued.
How to Terminate an Insubordinate Employee Without Provoking a Lawsuit
When insubordinate or troublesome employees push you too far, it’s tempting to fire them on the spot. But acting rashly can get you into a world of legal trouble. Employees fired abruptly are far more likely to sue than those who are given warning. This Quick Take will help you avoid the traps that surround “knee-jerk” terminations. You’ll learn: When you should, and shouldn’t, fire an insubordinate employee on the spot, the one thing NOT to do when terminating an insubordinate employee, and three termination guidelines that lower your risk.
This package includesFor each of the Micro-Training videos, you'll also get:
Prove that the learner(s) understand the concept and increase knowledge retention.Discussion Guide
Facilitate a discussion, connecting the concept to your unique challenges.Summary Sheet
Revisit the concept as follow-up or in the moment-of-need.
How do you use this?Multi-video packages are for companies that want to take a deep dive into a single skill area. Each package contains several carefully chosen videos that create an extended learning path. Devoting two to three months to exploring a topic from multiple angles results in more sustained engagement in training, better knowledge retention, and more effective deployment on the job. To kick start Micro-Meetings
Micro-training makes it easy for managers to facilitate meetings where teams develop shared vocabulary and benefit from peer learning.To kick start one-on-one coaching
Micro-training is extremely tactical and it’s a great tool to help managers frame very specific, skill-based coaching interactions.As self-directed learning
Micro-videos are a solution to a specific skill challenge. For example: “How to handle an employee who has a bad attitude,” or “How to handle a price objection.” You have a question. You find the right micro-video. You watch it on your own. You deploy the skill on the job.