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

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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