Disciplinary Training Newsletter – How to assess your problem employee

by ltconsulting on October 4, 2011

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.

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.

Assess your problem employee

Score your problem employee in the following three main areas

Performance problems

Does the employee require constant supervision?

Rarely        Often

1    2    3    4    5

When the employee is given a new or different task, does the quality or quantity suffer?

Rarely       Often

1    2    3    4    5

Does the employee use poor judgment?

Rarely     Often

1   2   3   4   5

Does the employee tend to “pass the buck” on unpleasant tasks when problems occur?

Rarely     Often

1   2   3   4   5

Does the employee miss work deadlines?

Rarely     Often

1   2   3   4   5

Does the employee’s work ever need to be redone?

Rarely     Often

1   2   3   4   5

Does the employee turn in work that is not complete?

Rarely     Often

1   2   3   4   5

Does the employee create bottlenecks?

Rarely     Often

1   2   3   4   5

Has the employee ever refused to do assigned work?

Rarely     Often

1   2   3   4    5

Other:

Rarely     Often

1   2   3   4   5

Behaviour problems

Has the employee been late beyond minimum standards?

Rarely     Often

1   2   3   4   5

Is the employee absent beyond reasonable norms?

Rarely Often

1   2   3   4   5

Does the employee let family or personal problems interfere excessively with work?

Rarely     Often

1   2   3   4   5

Does the employee take frequent or extended breaks?

Rarely     Often

1   2   3   4   5

Does the employee use the telephone excessively for personal use?

Rarely     Often

1   2   3   4   5

Does the employee cause personality conflicts with other workers?

Rarely     Often

1   2   3   4   5

Is the employee insubordinate?

Rarely     Often

1   2   3   4   5

Does the employee engage in malicious gossip?

Rarely     Often

1   2   3   4   5

Other:

Rarely     Often

1   2   3   4   5

Attitude problems

Does the employee frequently have a negative attitude?

Rarely Often

1   2   3   4   5

Does the employee tend to be a “know-it-all”?

Rarely     Often

1   2   3   4   5

Does the employee feel unappreciated no matter what you do?

Rarely Often

1   2   3   4   5

Is the employee severely unmotivated?

Rarely     Often

1   2   3   4   5

Does the employee complain excessively?

Rarely     Often

1   2   3   4   5

Does the employee express contempt for the work, customers, management, or the organisation?

Rarely Often

1   2   3   4   5

Does the employee express an attitude of “the kind of job I do doesn’t really matter”?

Rarely     Often

1   2   3   4   5

Other:

Rarely     Often

1   2   3   4   5

Scores of 2 or 3 could be a sign of a potential problem. If an employee scores 4 or more on any one item, you need to take immediate action to correct the problem. When the employee scores on four or more items, it is likely that you may be dealing with a chronic problem. Analyse the problem carefully and review past efforts to address the problems before you set up your action plan.

Disciplinary Training Courses

Who will benefit from the course?

The types of delegate we have trained previously are:

  • Directors and senior managers
  • Managers, department heads, team leaders and supervisors

This course allows managers and supervisors to examine safe disciplinary practice and demonstrates tried and tested ways to ‘turn around’ poorly performing employees. The aim of this course is to provide a practical insight into the handling of disciplinary and dismissal issues. We will show:

  • How to avoid disciplinary problems in the first place
  • How to create disciplinary rules and disciplinary procedures
  • How to deal with disciplinary issues that do occur.
  • When dismissal is, and when it is not, the best option

Disciplinary Procedures Course Agenda

Morning – 9.30-1.00

  • Defining problems and problem employees
  • The causes of disciplinary and performance problems
  • Your impact on discipline and performance
  • Investigating, fact finding and documenting evidence

Afternoon – 2.00-5.30

  • Effective action plans
  • Planning the disciplinary meeting
  • Interviewing skills
  • Essential follow-up and keeping the employee on track

Our training is carried out in a risk free environment which encourages delegates to practice the skills needed for successful appraisals. We use a number of training methods including role-play, video, audio, workshops and group exercises to enhance the learning process.

Why choose Total Success for your training?

  • our lead trainers have over 18 years experience in training
  • a maximum of 8 delegates means more time spent on individual needs
  • we guarantee to run the course and will never cancel at the last moment
  • free subscription to our monthly training newsletter

All open courses are trained in Central London at the St Giles Hotel.

Each delegate receives a comprehensive training workbook that doubles as an open course manual. Courses run from 9.30-5.30 with lunch and refreshments provided.

In-Company Courses

Total Success have developed a series of in-house training modules. These are designed so that an organisation can pick the training which is more applicable to its own needs and budget. Please call us to discuss your specific requirements.

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