Inheriting Dysfunctional Non-Working or Non-Performing Employees: What a Manager Can Do

• OVERVIEW

Recognizing and handling dysfunctional employees can be hard for even the most experienced manager and is almost always time consuming to handle especially at first. That's why so many employees "get away" with their conduct, and many get away with it for years. However, you can never have a fully functioning team and the respect of your employees if you don't step up and handle these people problems.Managers want to create an environment in which employees are engaged and motivated to do their best job every day. A manager wants their people to be productive, happy and performing. After all workplaces are places where we often spend more time with our coworkers than our families!

• LEARNING OBJECTIVES

 

• Developing a plan for taking over a new group or department
• How to avoid being supervisory road kill. Recognizing the signs of trouble – before trouble starts
• The long term, entrenched employee – who finally has everything just the way they like it. Now here you come, a new manager they need to "break-in." What to do

 

• WHY SHOULD YOU ATTEND

All managers and especially those new to supervising people, have to have a plan for handling dysfunctional employees. Dysfunctional employees can be hard to spot though. They don't wear Ogre logo T-shirts. In fact, often they will be the first to welcome you to your new job or department. So a manager needs an ability to recognize, foresee and handle such employees. Because by the time an unaware manager realizes with whom they are now dealing with, the problem would have escalated and spread. Many a time a particularly dysfunctional employee can even cost a new manager their own job.

 

• AREAS COVERED

 

• The over compensated, under qualified, maybe even underperforming employee who is ready to do vicious battle – with you. How to handle this potentially lethal employee
• The employee who has been underperforming (and likes it that way) ¬– for a long time. Getting them to actually work
• The professional victim – passive, aggressive, sneaky and even worse, willing to wait you out. How to head them off

 

• WHO WILL BENEFIT?

 

• Any new supervisor, struggling supervisor, or any transitioning supervisor
• Human Resources or Employee Relations
• Small business owners
   
• SPEAKER

Teri Morning

     MBA, MS, specializes in solving company "people problems"

• Teri is the founder and President of Hindsight Human Resources
• Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).

Others Details

For more detail please click on this below link: http://bit.ly/2NOefqN Email: [email protected] Tel: +1-(510)-868-1040