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How to Manage Difficult Employees - Quickly Resolve People Problems
Course Curriculum
Full Course Curriculim
Why Taking Action is a Must
0.1 Types of Difficult Employees (5:29)
0.2 The Impact of NOT Taking Action (5:55)
Setting Crystal Clear Expectations
10.0 The Important Of Clear Expectations In Setting Standards (5:05)
11.0 Deciding What Expectations You Want And Need (7:15)
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)
Giving Feedback To Team Members
20.0 The Principles of Giving Corrective Feedback (7:30)
8 Steps to Manage Any Difficult 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
32.0 Step 2 - Gather Examples and Evidence (6:03)
32.2 Examples of Gather Evidence
32.3 Step 2A - Having an Informal Conversation (5:00)
32.4 Examples of Informal Conversations
33.0 Step 3 - Plan for Consequences (6:12)
33.1 Examples
34.0 Step 4 - Gaining Your Manager's Support (5:18)
34.1 Example Action Plan
35.0 Step 5 - Gaining Stakeholder and HR Support (13:20)
36.00 Step 6 - Speaking to the Difficult Employee (4:59)
37.0 Step 7 - Performance Improvement Plan Overview (7:43)
37.1 Example PIP Forms (and template download)
37.2 PIP Meeting Timetable
37.5 Step 7 - Disciplinary Process Overview (4:03)
38.0 Step 8 - Keeping All Stakeholders Informed (3:20)
50.0 Final Thoughts (2:08)
Appendix
A1 Managing Difficult Employees - Examples of Expectations to Informal Conversations
A2 Escalating Actions Toolkit - Suggested Steps
32.3 Step 2A - Having an Informal Conversation
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