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101 Tough Conversations To Have With Employees : A Manager's Guide To Addressing Performance, Conduct, And Discipline Challenges - Paul Falcone

101 Tough Conversations To Have With Employees

A Manager's Guide To Addressing Performance, Conduct, And Discipline Challenges

Paperback Published: 4th April 2019
ISBN: 9780814413487
Number Of Pages: 320
For Ages: 18+ years old

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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 also on 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.

About the Author

Paul Falcone is an HR executive who has held senior-level positions with Paramount Pictures, Nickelodeon, and Time Warner. A long-time contributor to HR Magazine, he is the author of bestselling management books including 2600 Phrases for Effective Performance Reviews.

Industry Reviews

..".the advice in this book is invaluable. It deserves a prominent place in the office of anyone who is responsible for managing others." --Pittsburgh Post-Gazette

Prefacep. xi
Acknowledgmentsp. xv
Introduction: The Rules of Engagementp. 1
Uncomfortable Workplace Situations
Common Managerial and Supervisory Discussionsp. 9
Mediating Disputes Among Subordinatesp. 9
Appropriate Responses to Requests to Speak "Off the Record"p. 13
Promoting a Neophyte into a First-Time Supervisory Rolep. 15
New Supervisor Syndromep. 18
Inheriting an Employee with Disciplinary Problemsp. 20
Stopping Attitude Problems in Their Tracksp. 23
Advice Before a Holiday Party or an Offsite Eventp. 24
Individual Appearance and Uncomfortable Workplace Dilemmasp. 28
Bad Hair Daysp. 29
Inappropriate Dressp. 32
Body Piercing and Body Artp. 33
Tattoosp. 34
Halitosis (Bad Breath)p. 36
Body Odor from Lack of Cleanlinessp. 37
Body Odor from Suspected Medical Reasonp. 39
Cultural and Religious Differencesp. 42
Inappropriate Display of Religious Iconsp. 43
Supervisor Proselytizes to Subordinatesp. 47
Offensive Food Preparation and Spicy Smellsp. 49
Euphemisms like "Honey," "Sweetie," and "Doll"p. 50
Speaking Foreign Languages in the Workplacep. 53
Inappropriate Display of Sexually Explicit Materialp. 55
Lack of Understanding of Multicultural Differencesp. 58
Poor Work Habits and Job Performance Concerns
Performance Transgressionsp. 63
Lack of Quality, Detail, or Efficiencyp. 64
Lack of Quantity or Speedp. 66
Substandard Customer Satisfactionp. 69
Lack of Sales Productionp. 71
Failure to Learn New Material During Trainingp. 73
Acts Resulting in a Loss to the Employerp. 76
Failure to Follow Through, or "Dropping the Ball"p. 78
Policy and Procedure Violationsp. 81
Failure to Adhere to Safety Rulesp. 82
Excessive Personal Telephone Callsp. 84
Excessive Time Spent on the Internetp. 86
Unauthorized Use of Company Equipment and Facilitiesp. 89
Working Unauthorized Overtimep. 91
Off-Duty Conduct and Moonlightingp. 94
Excessive Absenteeism and Tardinessp. 98
Excessive Unscheduled Absence: "No Fault" Systemp. 103
Excessive Unscheduled Absence: "Excuse-Based" Systemp. 105
Patterning Excessive, Unscheduled Absence Around Weekendsp. 107
Rolling Calendar Year Maneuversp. 108
Excessive Tardinessp. 110
Exempt Employees Who Choose to Come and Go as They Pleasep. 112
Lack of Requisite Skillsp. 115
Inferior Job Knowledgep. 116
Lack of Technical Skillsp. 118
Inadequate Problem-Solving Skillsp. 121
Substandard Written Expressionp. 123
Poor Time Managementp. 125
Lack of Organization and Neatnessp. 128
Inappropriate Workplace Behavior and Conduct
Sexually Offensive Behaviorp. 135
Foul Language in the Workplacep. 136
E-Mail Misusep. 139
Finding Pornography on an Employee's Computerp. 142
Bullyingp. 144
Discriminatory Comments or Racial Epithetsp. 147
Leeringp. 149
Sexual Harassment Findings (Reverse Harassment)p. 152
Substandard Communication Skillsp. 156
Tattletales, Gossipmongers, and Snitchesp. 158
Whiners and Complainersp. 161
Requests for Confidential Conversations from Other Supervisors' Subordinatesp. 163
Poor Listening Skillsp. 166
Failure to Communicate Upwardp. 169
Establishing Effective Staff Meetingsp. 171
Personal Style Issuesp. 174
Suspected Alcoholism or Substance Abusep. 174
Inability to Accept Constructive Criticismp. 179
Lack of Sensitivity and Protocol (E-Mail Censuring)p. 181
Badgering and Challenging One's Supervisorp. 183
Lack of Teamwork and Relationship-Building Skillsp. 186
Laziness and Lack of Commitmentp. 188
Blamers and Excuse Makersp. 191
Coworker Jealousy and Employees Who Can't Let Go of Their Angerp. 193
Supremacists-Arrogance and Superior Attitudesp. 194
Leadership Style Challenges and Career Management Obstaclesp. 197
Stalled Career Syndromep. 198
Unwillingness to Confront Problems Head-Onp. 201
Staff Motivation Conversationsp. 204
Protecting Your Company from Legal Liability (Documentation)p. 207
Inability to Provide Constructive Criticismp. 210
Handling Group Complaints Wiselyp. 212
Lack of Diversity Awarenessp. 216
Lack of Leadershipp. 218
Corporate Actions
Corporate (Intentional) Actionsp. 225
Probationary Terminationp. 226
Administering Disciplinary Warningsp. 229
Administering Decision-Making Leavesp. 231
Termination for Cause (in Conjunction with Progressive Discipline)p. 235
Convincing an Employee to Leave Voluntarily When There Are No Progressive Disciplinary Warnings on Filep. 237
Negotiating a Separation Package When There Are No Progressive Disciplinary Warnings on Filep. 240
Corporate ("No Fault") Actionsp. 244
Layoff: Position Elimination-LIFOp. 245
Layoff: Position Elimination-Lack of Qualificationsp. 247
Layoff: Position Elimination-Union Bumping Privilegesp. 250
Layoff: Position Elimination-Department Closurep. 254
Layoff: Position Elimination-Plant Closure (WARN Act)p. 256
Follow-Up Discussions with Survivors After Layoffs Occurp. 258
Summary Offenses (Immediate Discharge)p. 262
Employee Theftp. 263
Selling Proprietary Products on the Internetp. 265
Time Card Fraudp. 268
Threats of Violence in the Workplacep. 269
Sexual Harassmentp. 271
Falsification of Company Recordsp. 274
Insubordinationp. 276
Special Circumstancesp. 280
Welcoming Back Employees Returning from a Stress Leave of Absencep. 281
Dealing with Employees in Crisis: Isolationp. 285
Dealing with Employees in Crisis: Suicidal Concernsp. 288
Dealing with Employees in Crisis: Homicidal Concernsp. 290
Terminating Employees Who Are on Investigatory Leavep. 292
Verbally Accepting an Employee's Resignationp. 295
Indexp. 299
Table of Contents provided by Ingram. All Rights Reserved.

ISBN: 9780814413487
ISBN-10: 081441348X
Series: Agency/Distributed
Audience: General
For Ages: 18+ years old
Format: Paperback
Language: English
Number Of Pages: 320
Published: 4th April 2019
Publisher: AMER MANAGEMENT ASSN INC
Country of Publication: US
Dimensions (cm): 23.0 x 15.4  x 2.0
Weight (kg): 0.51
Edition Number: 1

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