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How to Manage Difficult Employees - Learn Career Defining Skills
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Full Course Curriculim
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Action Plan - 1 Month
Mindset and Why Taking Action is a Must
00. Course Introduction (4:42)
0.1 Types of Difficult Employees (5:29)
0.2 The Impact of NOT Taking Action (5:55)
0.3 Exercise - Creating a Team Performance-Attitude Map (1:06)
1.0 Having The Right Mindset - Critcal For Success (14:17)
1.1 Exercise - Getting Into the Right Mindset
1.2 Exercise - Reframing Current Beliefs
Setting Crystal Clear Expectations
10.0 The Importance Of Clear Expectations In Setting Standards (5:05)
11.0 Deciding What Expectations You Want And Need (7:15)
11.1 Example - Acceptable and Non-Acceptable Behaviours in a Professional Team
11.2 Exercise - Acceptable & Non-Acceptable Behaviours (0:56)
12.0 How To Set Clear Expectations To Manage Standards And Behaviour (8:14)
13.0 How to Incentivise Team Members To Beat Expectations (10:22)
13.1 Exercise - List Your Carrots and Sticks (1:15)
Decoding The Problems
5.0 Start With Understanding The Problem
5.1 The Power Of Trust (6:05)
5.2 Managing Your Intent & Emotional State (4:08)
5.3 Using The Combination of Questions & Listening (2:18)
5.4 Questions To Check Expectations
5.5 Questions to Check Acceptance
5.6 Questions To Check Know How
Giving Honest Direct Feedback To Team Members
20.0 The Principles of Giving Corrective Feedback (7:30)
21.1 Exercise - Giving Corrective Feedback to Team Members (1:23)
21.2 Examples - Direct Considerate Feedback / Difficult Conversations
8 Steps to Improve Any Challenging Employee
30.0 8 Steps to Manage Any Difficult Employee
31.0 Step 1 - Decide on the Outcome (4:12)
31.1 Examples of Initial Plan
31.2 Exercise - Define the Outcomes You Want (0:54)
32.0 Step 2 - Gather Examples and Evidence (6:03)
32.1 Exercise - Gathering Examples and Evidence
32.2 Examples of Gather Evidence
32.5 Step 2A - Having an Informal Conversation (5:00)
32.6 Examples of Informal Conversations
33.0 Step 3 - Plan for Consequences (6:12)
33.1 Examples
33.2 Exercise - Planning for the Consequences
34.0 Step 4 - Gaining Your Manager's Support (5:18)
34.1 Example Action Plan
34.2 Exercise - Preparing for a Conversation with Your Boss
35.0 Step 5 - Gaining Stakeholder and HR Support (13:20)
36.00 Step 6 - Speaking to the Difficult Employee (4:59)
36.1 Exercise - Preparing for the "informal" Conversation
36.2 Example: First Meeting Scripts
37.0 Step 7 - Performance Improvement Plan Overview (7:43)
37.1 Example PIP Forms (and template download)
37.5 Step 7 - Disciplinary Process Overview (4:03)
37.2 Exercise - Preparing for a Disciplinary Process
38.0 Step 8 - Keeping All Stakeholders Informed (3:20)
38.1 Exercise - Creating Your Communication Plan
How to Run Very Effective Performance Improvement Plans (PIPs) To Improve Employees
40.0 The Key Principles of Running PIPs (7:13)
41.0 How To Create Your PIP Document (10:13)
41.1 Exercise - Create Your Draft PIP Document
42.0 The Vital Importance of Coaching & Mentoring (7:03)
43.0 The PIP Meeting Timetable - What Meetings To Book (4:42)
43.1 PIP Meeting Timetable
43.2 Exercise - Book In our Mentoring Meetings Now
44.0 What To Cover In Your One-on-One Mentoring Meetings (9:36)
45.0 How To Run The Periodic Assessment Meetings (14:17)
45.1 Exercise - Preparing for Your First Assessment Meeting
46.0 How To Manage Your Boss & HR During the PIP (4:59)
47.0 How To Handle Lack of Progress And Lack of Will (5:34)
48.0 Making The Pass or Fail Decision and What Happens Next (9:39)
50.0 Final Thoughts (2:08)
Course Quiz
Course Pass Mark = 75%
Appendix
A1 Managing Difficult Employees - Examples of Expectations to Informal Conversations
A2 Escalating Actions Toolkit - Suggested Steps
A5 Handling Employee Excuses or Objections
5.3 Using The Combination of Questions & Listening
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