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Handling Employee Attitude
Problems
Performance
Problems:
- Manager's
job duties are affected by the time necessary to deal with the attitude
problem
- Performance
improvement discussions become frustrating arguments and debates
- Time
spent with the attitude problems takes managers away from employees who
want to improve
- Manager's
enthusiasm is diminished after working with this problem employee
- If not
addressed, the attitude can become contagious and infect an entire
department
- People
are reluctant to address the problem because of this person's
confrontational nature
- Productivity
is affected because other employees refuse to work with this attitude
problem
- People
walk on "eggshells" around this employee afraid they will blow up if
offended
- This
attitude problem is causing other employees to call in sick, request a
transfer or quit
- Clients,
customers or other managers request this person not work with their
people
- Supervisors
have not received management skills training or human resources training
- Most
human resources training doesn't adequately address attitude issues
Training
Deliverables:
- Improve
employee performance and morale by reducing workplace conflict
- Increase
managerial consistency and effectiveness in handling attitude problems
- Improve
productivity and efficiency by resolving attitude problems
- Create
more teamwork and cooperation between employees
- Prevent
emotionally charged situations from becoming frustrating, energy
draining arguments
- Increase confidence
and comfort level of managers in dealing with difficult employees
- Recognize
and understand the most common causes of attitude problems
- Develop
assertive response plans for difficult types of people and personalities
- Determine
when it is safe to begin the formal discipline process and how to safely
document "bad attitude"
- Deal
with employees who deny problems and try to blame everyone
else
- Prevent
attitude problems by creating a motivating work climate
- Understand
legal "Do's & Don'ts" of when personal problems or
substance abuse are the cause of the attitude
- Create
effective performance and behavior turn-around plans
- Spot
attitude warning signs in the interview process before the employee is
hired
- Be safe
and smart when attitude problems may stem from harassment, cultural
or age differences
- Proactive
management training to change attitudes
Handling
Employee Attitude Problems Course Outline:
I.
Causes of Attitude Problems
- Where do attitude problems come from
- Dealing with bad attitudes
- Understanding different personalities
- Motivating factors on the job not covered in most human resources training
II.
Overcoming the Most Common Attitude Problems
- Creating the proper workplace climate
- Establish appropriate rules of discipline
- Dealing with personal problems brought to work
- Understand the ADA and FMLA
- Overcome resistance to change
- Deal with age and cultural differences safely with management skills training
- Handling "Know-it-Alls" and other problem behaviors
III.
The Manager's Role in Coaching & Counseling
- Creating a performance turn-around plan
- Mediating conflict between employees
- Dealing with employees who won't change
- Safe guidelines for documenting attitude problems
- steps of disciplinary action
- Legally terminating because of a "bad attitude"
- Developing a coping strategy to live with problems
IV.
Prevent Attitude Problems Proactively
- Establish confidence and trust with our employees
- Spot potential attitude warning signals in the interviewing process
- Recognize the early signs of attitude or burn out problems
- Create an attitude tune-up plan with effective management training