101 Tough Conversations to Have with Employees: A Manager's Guide to Addressing Performance Conduct, and Discipline Challenges

A Manager's Guide to Addressing Performance, Conduct, and Discipline Challenges
Erscheinungsjahr 2009
ISBN: 978-0-8144-1348-7
Verlag: McGraw-Hill Education

Buch, Englisch, 304 Seiten, Format (B × H): 59 mm x 90 mm

Inappropriate attire, lateness, sexually offensive behavior, not to mention productivity and communication issues.these are just a few of the uncomfortable topics bosses must sometimes discuss with their employees. 101 Tough Conversations to Have with Employees offers realistic sample dialogues managers can use to facilitate clear, direct interactions with their employees, helping them sidestep potential awkwardness and meet issues head-on. This practical, solution-oriented book walks readers through some of the most common as well as the most serious employee problems they are likely to encounter. Covering everything from substandard performance reviews to personal hygiene to termination meetings, this handy guide helps managers treat their people with dignity, focusing not just on what to say but how to say it. This helpful book provides proven techniques managers can use to protect themselves and their organizations.and get the very best from their people.

Autoren/Hrsg.

Falcone, Paul

Fachgebiete

• Wirtschaftswissenschaften Betriebswirtschaft Bereichsspezifisches Management Personalwesen, Human Resource Management

Inhaltsverzeichnis

CONTENTS Preface xi Acknowledgments xv Introduction: The Rules of Engagement 1 PART I: Uncomfortable Workplace Situations 1. Common Managerial and Supervisory Discussions 9 Scenario 1: Mediating Disputes Among Subordinates 9 Scenario 2: Appropriate Responses to Requests to Speak ‘‘Off the Record’’ 13 Scenario 3: Promoting a Neophyte into a First-Time Supervisory Role 15 Scenario 4: New Supervisor Syndrome 18 Scenario 5: Inheriting an Employee with Disciplinary Problems 20 Scenario 6: Stopping Attitude Problems in Their Tracks 23 Scenario 7: Advice Before a Holiday Party or an Offsite Event 24 2. Individual Appearance and Uncomfortable Workplace Dilemmas 28 Scenario 8: Bad Hair Days 29 Scenario 9: Inappropriate Dress 32 Scenario 10: Body Piercing and Body Art 33 Scenario 11: Tattoos 34 Scenario 12: Halitosis (Bad Breath) 36 Scenario 13: Body Odor from Lack of Cleanliness 37 Scenario 14: Body Odor from Suspected Medical Reason 39 3. Cultural and Religious Differences 42 Scenario 15: Inappropriate Display of Religious Icons 43 Scenario 16: Supervisor Proselytizes to Subordinates 47 Scenario 17: Offensive Food Preparation and Spicy Smells 49 Scenario 18: Euphemisms like ‘‘Honey,’’ ‘‘Sweetie,’’ and ‘‘Doll’’ 50 Scenario 19: Speaking Foreign Languages in the Workplace 53 Scenario 20: Inappropriate Display of Sexually Explicit Material 55 Scenario 21: Lack of Understanding of Multicultural Differences 58 PART II: Poor Work Habits and Job Performance Concerns 4. Performance Transgressions 63 Scenario 22: Lack of Quality, Detail, or Efficiency 64 Scenario 23: Lack of Quantity or Speed 66 Scenario 24: Substandard Customer Satisfaction 69 Scenario 25: Lack of Sales Production 71 Scenario 26: Failure to Learn New Material During Training 73 Scenario 27: Acts Resulting in a Loss to the Employer 76 Scenario 28: Failure to Follow Through, or ‘‘Dropping the Ball’’ 78 5. Policy and Procedure Violations 81 Scenario 29: Failure to Adhere to Safety Rules 82 Scenario 30: Excessive Personal Telephone Calls 84 Scenario 31: Excessive Time Spent on the Internet 86 Scenario 32: Unauthorized Use of Company Equipment and Facilities 89 Scenario 33: Working Unauthorized Overtime 91 Scenario 34: Off-Duty Conduct and Moonlighting 94 6. Excessive Absenteeism and Tardiness 98 Scenario 35: Excessive Unscheduled Absence: ‘‘No Fault’’ System 103 Scenario 36: Excessive Unscheduled Absence: ‘‘Excuse-Based’’ System 105 Scenario 37: Patterning Excessive, Unscheduled Absence Around Weekends 107 Scenario 38: Rolling Calendar Year Maneuvers 108 Scenario 39: Excessive Tardiness 110 Scenario 40: Exempt Employees Who Choose to Come and Go as They Please 112 7. Lack of Requisite Skills 115 Scenario 41: Inferior Job Knowledge 116 Scenario 42: Lack of Technical Skills 118 Scenario 43: Inadequate Problem-Solving Skills 121 Scenario 44: Substandard Written Expression 123 Scenario 45: Poor Time Management 125 Scenario 46: Lack of Organization and Neatness 128 PART III: Inappropriate Workplace Behavior and Conduct 8. Sexually Offensive Behavior 135 Scenario 47: Foul Language in the Workplace 136 Scenario 48: E-Mail Misuse 139 Scenario 49: Finding Pornography on an Employee’s Computer 142 Scenario 50: Bullying 144 Scenario 51: Discriminatory Comments or Racial Epithets 147 Scenario 52: Leering 149 Scenario 53: Sexual Harassment Findings (Reverse Harassment) 152 9. Substandard Communication Skills 156 Scenario 54: Tattletales, Gossipmongers, and Snitches 158 Scenario 55: Whiners and Complainers 161 Scenario 56: Requests for Confidential Conversations from Other Supervisors’ Subordinates 163 Scenario 57: Poor Listening Skills 166 Scenario 58: Failure to Communicate Upward 169 Scenario 59: Establishing Effective Staff Meetings 171 10. Personal Style Issues 174 Scenario 60: Suspected Alcoholism or Substance Abuse 174 Scenario 61: Inability to Accept Constructive Criticism 179 Scenario 62: Lack of Sensitivity and Protocol (E-Mail Censuring) 181 Scenario 63: Badgering and Challenging One’s Supervisor 183 Scenario 64: Lack of Teamwork and Relationship-Building Skills 186 Scenario 65: Laziness and Lack of Commitment 188 Scenario 66: Blamers and Excuse Makers 191 Scenario 67: Coworker Jealousy and Employees Who Can’t Let Go of Their Anger 193 Scenario 68: Supremacists—Arrogance and Superior Attitudes 194 11. Leadership Style Challenges and Career Management Obstacles 197 Scenario 69: Stalled Career Syndrome 198 Scenario 70: Unwillingness to Confront Problems Head-On 201 Scenario 71: Staff Motivation Conversations 204 Scenario 72: Protecting Your Company from Legal Liability (Documentation) 207 Scenario 73: Inability to Provide Constructive Criticism 210 Scenario 74: Handling Group Complaints Wisely 212 Scenario 75: Lack of Diversity Awareness 216 Scenario 76: Lack of Leadership 218 PART IV: Corporate Actions 12. Corporate (Intentional) Actions 225 Scenario 77: Probationary Termination 226 Scenario 78: Administering Disciplinary Warnings 229 Scenario 79: Administering Decision-Making Leaves 231 Scenario 80: Termination for Cause (in Conjunction with Progressive Discipline) 235 Scenario 81: Convincing an Employee to Leave Voluntarily When There Are No Progressive Disciplinary Warnings on File 237 Scenario 82: Negotiating a Separation Package When There Are No Progressive Disciplinary Warnings on File 240 13. Corporate (‘‘No Fault’’) Actions 244 Scenario 83: Layoff: Position Elimination—LIFO 245 Scenario 84: Layoff: Position Elimination—Lack of Qualifications 247 Scenario 85: Layoff: Position Elimination—Union Bumping Privileges 250 Scenario 86: Layoff: Position Elimination—Department Closure 254 Scenario 87: Layoff: Position Elimination—Plant Closure (WARN Act) 256 Scenario 88: Follow-Up Discussions with Survivors After Layoffs Occur 258 14. Summary Offenses (Immediate Discharge) 262 Scenario 89: Employee Theft 263 Scenario 90: Selling Proprietary Products on the Internet 265 Scenario 91: Time Card Fraud 268 Scenario 92: Threats of Violence in the Workplace 269 Scenario 93: Sexual Harassment 271 Scenario 94: Falsification of Company Records 274 Scenario 95: Insubordination 276 15. Special Circumstances 280 Scenario 96: Welcoming Back Employees Returning from a Stress Leave of Absence 281 Scenario 97: Dealing with Employees in Crisis: Isolation 285 Scenario 98: Dealing with Employees in Crisis: Suicidal Concerns 288 Scenario 99: Dealing with Employees in Crisis: Homicidal Concerns 290 Scenario 100: Terminating Employees Who Are on Investigatory Leave 292 Scenario 101: Verbally Accepting an Employee’s Resignation 295 Index 299

Über Autor(innen)

Paul Falcone is Vice President of Human Resources at Nickelodeon. He is the author of 101 Sample Write-Ups for Documenting Employee Performance Problems (978-0-8144-7977-3), 2600 Phrases for Effective Performance Reviews (978-0-8144-7282-8), and 96 Great Interview Questions to Ask Before You Hire (978-0-8144-1351-7).