Disciplinary Procedures and Correcting Poor Performance training courses - UK: Free Newsletter, Podcast, training materials.

Total Success A different type of training For more information: email us: tsuccess@dircon.co.uk call us on (+44) 020 8269 1177 or fax us on (+44) 020 8305 0555 NEWSLETTER: Disciplinary Procedures and Correcting Poor Performance In today's challenging times, highly productive and motivated staff are key to business survival. More and more managers are tasked with improving standards of staff performance and behaviour and implementing good work practices. Managers throughout the UK have to cope with many challenges, whether improving poor performance or managing underperformers in the workplace. We receive many requests from managers who wish to know; 'how to correct poor performance?'; 'how to fire difficult employees?'; 'how to get rid of poor staff performance?' or 'what's the best way to sack someone?'. These managers clearly have a discipline or performance problem and are seeking an easy way to get rid of poor staff performance but they may lack the skills necessary to 'turn around the difficult or challenging employee'. Our one-day 'Correcting Poor Performance and Disciplinary Procedures Course' addresses the problem that, in a recent survey showed that 75% of UK managers were unaware of the correct procedures for how to discipline employees effectively. It's not just about getting rid of difficult staff, the modern manager must know the correct procedures for dealing with under-performing staff and how to conduct a disciplinary meeting effectively. Many delegates have commented on the effectiveness of the course in giving them tips and techniques for improving staff performance; understanding what is a disciplinary procedure; carrying out a disciplinary meeting and interview effectively. Ultimately, by using the recognised ACAS procedures for disciplining staff you will not just get rid of poor staff performance, but get the most out of your staff. Management Skills, The New Manager , Appraisal skills and Time Management are some of the courses trained by Total Success Training in London and throughout the UK. We have over 15 years experience training people on strategies to improve productivity and enhance self development. With the increase of employment legislation, disciplinary procedures must be carried out correctly with the aim of improving employee performance and increasing morale. This course allows managers and supervisors to examine safe disciplinary practice and demonstrates tried and tested ways to ‘turn around’ poorly performing employees. Course Dates: 28th April 10 - for further dates please contact the office
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CLICK ON COURSES FOR FULL OPEN COURSE AGENDAS Appraisal skills (one day) - updated to include new legislation Assertiveness Skills (one day) Assertiveness and managing conflict (one day) Coaching for managers (one day) Correcting poor performance and disciplinary procedures (one day) - updated to cover current legislation Dealing with difficult people (one day) Interviewing skills (one day) - updated to cover current legislation Introduction to selling (one day) Leadership and team building (one day) Letter and report writing (one day) - updates include writing e-mails Negotiation skills (one day) Presentation skills (two days) PowerPoint Presentation skills (one day) Advanced Presentation skills (one day) Project planning for non-project managers (one day) Stress Management (one day) Telesales and Telemarketing (one day) Telephone skills and customer care (one day) Time Management (one day) Time management working with Microsoft Outlook (one day) Time management working with Microsoft Outlook 2007 (one day) Management Training / New Manager (two days) Training the trainer (one day) We provide many free articles packed with valuable information about the topics we train. Our newsletter page contains many more. Here are some of our more recent articles Presentation tips Overcoming presentation fear How to structure a presentation Interviewing Skills Good work through praise Time management tips Time management skills Managing your e-mail Time management and working from home Assertiveness Self Assertion Analysis Self Assertion Analysis Becoming More Assertive Dealing with difficult people Customer Service on the telephone Telephone skills and Customer Care Managing your stress Organisational stress management Practical appraisal skills Planning an appraisal and setting objectives Giving feedback in an appraisal The power of attitude in selling Opening the call effectively PowerPoint presentation tips and techniques Using visual aids in PowerPoint presentations How to use transitions in PowerPoint presentations		Correcting Poor Performance and Disciplinary Procedures Estimates have suggested that between 3%-5% of the working population receive some form of disciplinary action each year in the UK. This would mean that in an organisation of 1,000 employees, about 50 employees would receive some form of disciplinary action. Getting it right is vital in today’s litigious society and most employers lose employment tribunals, not because of the rights or wrongs of the situation but because they didn’t follow correct procedure. This begs the question of what should constitute the use of discipline. There are mainly three areas that a manager should examine before embarking on formal or informal discipline: problems in performance, behaviour or attitude. Our course Disciplinary Procedures and Correcting Poor Performance allows managers to examine in detail what they should consider before, during and after disciplinary action. Here are some examples: Performance problems Does the employee require constant supervision? Does the employee tend to “pass the buck” on unpleasant tasks when problems occur? Does the employee miss work deadlines? Does the employee turn in work that is not complete? Behaviour problems Is the employee absent beyond reasonable norms? Does the employee let family or personal problems interfere excessively with work? Does the employee use the telephone excessively for personal use? Does the employee cause personality conflicts with other workers? Attitude problems Does the employee frequently have a negative attitude? Is the employee severely unmotivated? Does the employee complain excessively? Does the employee express contempt for the work, customers, management, or the organisation? Correct preliminary procedures The key to effective discipline is to get the procedures right from the start. Speak to H/R to discuss to clarify the situation and your courses of action Keep an open and running record of your discussions with the employee as you point out the problem and the effect of the behaviour or attitude. Ensure you have factual evidence and specific dates of examples. If the principal problem is attitude, be sure to identify the resulting behaviour or performance issues (i.e. how the attitude manifests itself). Clarify the problem with the employee to be sure he/she understands your concerns. Be consistent and fair when dealing with all employees over similar events Ensure there is no confusion about the consequences and your expectations clearly. With serious or frequent incidents document the discussion in a memo to the employee and keep a copy. Course Agenda defining problems and problem employees the causes of disciplinary and performance problems your impact on discipline and performance investigating, fact finding and documenting evidence effective action plans planning the disciplinary meeting interviewing skills essential follow-up and keeping the employee on track Related Newsletters: Disciplinary procedures guide Assess your problem employee Disciplinary rules Click here for tips on motivating through goal setting and praise Click here for tips on time management, delegation and people management Back to TOP					OUR PREVIOUS CLIENTS INCLUDE: Rothschild Thames Valley Police National Air Traffic Control Tesco Luton Borough Council Legal Services Commission Remploy Physiological Society British Retail Consortium University of East London Amnesty International Hyde Housing Carbon Trust Glaxo Smith Kline Game Conservancy Trust Serco Docklands Light Railway Suffolk County Council Thale Translink Tennyson Group Goldman Sachs Merseyside Police Mencap Renaissance Hotels Berners Hotel South East Essex College Johnson and Johnson Ernst and Young Toshiba London Borough of Greenwich Direct Line Insurance Rank Leisure Epilepsy Society Lloyds of London Bank of America Level 3 Communications Abbey Life Thistle Hotels Tetrapak Informa Group Marcus Evans Legal and General Nationwide Building Society Eurostar HJ Heinnz Halifax Barclays Global Investors BAE Systems Holmes Place Health Clubs Action Energy and the Carbon Trust British Airways STA Travel Ernst and Young London Borough of Greenwich The Royal Society Cancer Research The Film Council Pfizer Diageo London Chamber of Commerce Metro Newspaper Universal Pictures Nestle London Borough of Lambeth British Gas Age Concern ICI St John's Ambulance
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Performance problems