Correcting Performance Problems: Addressing Performance Problems

In Correcting Performance Problems: Addressing Performance Problems you will learn a process for conducting effective feedback sessions with employees who have a performance problems. You will also learn guidelines for explaining to employees the impact of their problem behavior. In addition you will learn the correct way to address negative employee responses as well as how to respond when to employee reactions such as denial excuses and shifting blame.

This is primarily online training This is an online eLearning or CBT training program Contact Serebra Learning Corporation for more information

Duration: 4 hours Training Presented in: English

Audience

Managers and supervisors who want to learn how to successfully provide employees with feedback and address problem behavior.

Objective

• Apply the guidelines you should follow when conducting a constructive feedback session.
• Follow the steps for conducting a feedback session.
• Follow the process for explaining the impact of an employee's problem behavior.
• Address negative employee responses correctly.
• Follow the steps for responding to an employee.

Topics Include

Unit 1: Providing Constructive Feedback

• Identify the guidelines you should apply in a given situation during a constructive feedback session.
• Apply the guidelines you should follow when conducting a constructive feedback session.
• Arrange the steps of the process for conducting a feedback session.
• Follow the steps for conducting a feedback session.
• Simulation Overview:
• In this simulation you will be meeting with Robin Carlson an account executive for Icon. After meeting several of Robin's customers at a recent tradeshow you learned that they were unaware of improvements being made to Icon's Uninterrupted Power Source (UPS) products. Keeping existing and prospective customers informed of new features are part of Robin's responsibilities so you need to hold a constructive feedback session with her. Your goal is to follow the process and guidelines for this type of session resulting in Robin acknowledging that a problem exists.

Unit 2: Explaining the Impact of Problem Behavior

• Identify guidelines to follow when explaining the impact of problem behavior.
• Apply guidelines that will help you explain the impact of problem behavior.
• Arrange the steps for explaining the impact of an employee's problem behavior.
• Follow the process for explaining the impact of an employee's problem behavior.
• Simulation Overview:
• In this simulation you will be meeting with Bruce Madison the Delivery Coordinator in Icon's Power Systems division. Bruce's job is to ensure that orders are processed correctly and delivered on time. However several of Icon's Uninterrupted Power Source (UPS) products have recently been shipped with incorrect software or delivered late. As Bruce's director you need to meet with him to discuss the impact of his behavior on the company and other employees. You must create a solution that will encourage Bruce to become more detail-oriented.

Unit 3: Responding to Employee Reactions

• Identify the correct way to handle a given negative response.
• Address negative employee responses correctly.
• Arrange the steps of the process for responding to an employee.
• Follow the steps for responding to an employee.
• Simulation Overview:
• In this simulation you will be meeting with Cindy Becker an account executive at Icon's Power Systems division. There has been some implementation problems following one of Cindy's recent sales. After looking into the problem you have determined Cindy sold the price-conscious customer a product that is incapable of meeting their needs. In this meeting your goal is to have Cindy focus on the benefits of the solution that you present to her.

Duration

4

Minimum Requirements

The CDROM version of this course requires:

• At least a 486DX 33Mhz CPU.
• Microsoft Windows 3.1 or higher and a Microsoft compatible mouse.
• At least 8MB RAM.
• At least VGA graphics capability with a minimum 512K video RAM (1MB video RAM recommended).
• At least a double speed CDROM drive.
• An MPC compliant sound card with attached speakers or headphones is recommended (Currently only the CDROM version supports audio).

• At least a 486DX 33Mhz CPU.
• Microsoft Windows 3.1 or higher and a Microsoft compatible mouse.
• At least 8MB RAM and 22MB available hard disk space or file server space.
• At least VGA graphics capability with a minimum 512K video RAM (1MB video RAM recommended).

Media

Web Based Training

• Correcting Performance Problems: Disciplining Employees
• Correcting Performance Problems: Identifying Performance Problems