PERFORMANCE IMPROVEMENT

Getting The Most Out of Your Team Members

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COURSE OVERVIEW

Get expert advice on the sticky issue of disciplining workers whose performance just doesn’t measure up. Learn how to handle each step of the process—from recognizing the problem and assessing its severity … to intervention strategies … to termination procedures.

KEY TOPICS COVERED

  • Identifying the root causes of performance problems

  • Why bosses sometimes fail to recognize—or worse, fail to address—performance problems

  • The good news: When a “problem” employee really isn’t a problem

  • The major reasons employees don’t perform up to standards

  • 15 warning signs that a performance problem is brewing

  • Recognizing the most common types of difficult workers

  • Identifying and getting help for employees whose performance problems are rooted in substance abuse,
    emotional or mental problems or pressing personal concerns

  • Understanding how you, as a manager or supervisor, may inadvertently contribute to or create performance problems

FEATURED COURSEWARE

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WHAT PARTICIPANTS WILL LEARN

Session 1:

  • Tips for maintaining an open communication channel with a problem worker

  • What to say—and what not to say—when you ask an employee to meet with you about a performance issue

  • The 10 characteristics of constructive criticism—and how to use it effectively to convey the perceived problem to
    the employee and promote productivity

  • How to avoid the communication breakdowns that can escalate a problem situation

  • How to avoid making emotionally charged statements that trigger a negative response—and lay the foundation for a lawsuit

  • Don’t soft-pedal the issue: The importance of using specific, clear and direct language when communicating with employees about performance problem

Session 2:

  • Positive intervention techniques for turning performance problems around

  • Guidelines for establishing measurable performance standards and communicating them clearly to a problem employee

  • The importance of taking corrective rather than punitive action

  • The critical differences among coaching, criticizing and disciplining

  • When verbal reprimands are effective—and what you can do to prepare for and manage workers’ reactions

  • Avoiding several common—but ineffective—managerial tendencies for dealing with problem employees

  • 6 ways to provide employees with additional training—even if you’re on a limited budget

  • One vital step you must take to gain employee acceptance for the solution to a performance problem

  • The major elements every successful performance improvement plan must include

TARGET AUDIENCE

  • Supervisors

  • Leaders

  • Managers

REQUIREMENTS

  • Basic desktop, laptop or tablet

  • Microphone and speakers or headset with microphone

  • Webcam (optional)

EACH COURSE INCLUDES

Thoroughly researched and unabridged course materials

Course handouts delivered via email

Expert teaching, troubleshooting and in session coaching

Helpful, self-assessments to evaluate your performance session by session

Action time where you’ll get clarity on how to apply what you’ve learned

Spotlight sessions to diagnose trouble spots

An unforgettable experience

Portinars completion certificate

This course is offered in 2 different formats

Virtual Instructor Led Training

Self-Directed Training

*Discounted bulk classes are available by request

Course Time

8am-12pm  

or

 1pm-5pm

Course Length

3.5 Hours

Class Size

20 Seats Max

Format

Virtual

Interaction

High

Price

$200 per 

student

Course Time

60 Days

Course Length

3 Hours

Class Size

N/A

Format

Self-Directed

Interaction

Low

Price

$150 per

student

WHAT STUDENTS ARE SAYING...

 "I loved the Portinar teaching technique. The session on constructive criticism was spot on!"

~Camron Gates, Viscotec

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