Manage My Employees

Best Practices For Handling Performance or Attitude Problems

PDF download 14 pgs.  $17.00

Handling difficult or underperforming employees successfully is a growing problem today. Dealing with employee performance or attitude problems can consume significant time and take away from more important issues. Not to mention the stress of dealing with lackadaisical work habits and poor attitudes. And too, the negative spill over affect on good performers can be damaging. This challenge cannot be solved as easily as it was twenty years ago. A manager must contend with bureaucratic employment rules, increased employee litigation and the scarce availability of “good people.”

Learn How to Become Highly Effective at Dealing With Challenging Employee Problems

Best practices are just that—they’re the best, most effective techniques proven to work whenever you’re dealing with people problems. You’ll learn the tips and secrets Mark discovered from interviewing over two thousand employees and supervisors in over twenty industries, practices that are easy to use with virtually immediate results.

What You Will Learn or Gain:

1. 8 Difficult Behaviors To Watch For – learn how these behaviors may impact your entire organization and how to spot them early on and intervene before they create big problems.
2. How to Correct Your Employee Now – learn twelve highly effective rules of thumb that will give you the confidence and knowledge to sit down and bring up performance and/or attitude issues with any employee.
3. 4 Mistakes To Avoid When You Have A Difficult Employee – knowing what to do when you have a difficult employee is important—and so is knowing what NOT to do—you’ll learn the best practices of top managers.
4. How to Save A Good Employee With The Highly Effective “Short Leash” Method – discover ten easy yet very useful steps you can use to turn an underperforming employee around—and watch them carry out duties at a level you never thought possible.
5. 10 Coaching Techniques That Help Employees Improve Faster – it’s costly to invest your time in difficult employees, but it can be more costly to replace them. You’ll learn tips on how to do it better, and faster.

Excerpt from pg. 10…

When An Underperforming Employee “Is” Worth Saving

When you have an employee who is worth saving, but job performance is currently unacceptable, hold the employee accountable and demand some speedy changes. Here are several guidelines to consider:

1. Accelerate accountability. If you haven’t done so, begin to hold the employee accountable to specific performance criteria.
2. Set immediate or intermediate deadlines for improvement. Accelerate the change you’re looking for which puts pressure on the employee to get serious or move on. You want to see very specific changes within a definite timeline which may be a few days, a week or a month. Each situation will vary. Examples: not being late to work, getting a task done they’ve put off with excuses, making a certain number of calls, closing sales, etc.
3. Frame your message with belief. Let the employee know that you…

“I personally guarantee your satisfaction. If you use the ideas I offer and you still don’t see any results or benefit after 45 days, I’ll refund your money immediately.”
~ Mark Holmes