motivate or terminate hr summit pdf

How to Motivate or Terminate the

Difficult Employee

Progressive Discipline

Asia HR Summit 2012

Presented by Bernadette T. Vadurro, President Speakers Live, Inc

www.Bernadettetv.com Email: Berna@speakerslive.com

Copyright 2012 All Rights Reserved

The problem employee?

Who is YOUR problem employee?

1. Fails to follow instructions.

2. Does not meet deadlines.

3. Does not do the job to specifications.

4. Has a bad attitude.

5. A combination of the above.

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Who is YOUR problem employee?

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Fails to follow instructions.

Does not meet

deadlines.

Does not do the job to

specification.

Has a bad attitude.

A combination of the above.

1. Does not understand the job.

2. Has a drug or alcohol problem.

3. Has problems at home: sick child or parent.

4. Does not like or respect you.

5. Is not meeting quota expectations.

Who is YOUR problem employee?

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Who is YOUR problem employee?

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Does not understand

the job

Has a drug or alcohol

problem

Has problems at home: sick

child or parent

Does not like or respect

you

Is not meeting

quota expectations

Progressive Discipline

A consistent process designed to assist a problem employee towards improvement or

termination.

Progressive Discipline

–Shows the employee that he/she is valued.

–Clearly describes the problem(s).

–Details explicitly the expectations.

–Employee makes a commitment to you/the leader to move towards expectations.

Which of the following describes a good use of progressive discipline?

1. An employee is stealing from the company?

2. An employee is coming to work late?

3. An employee has threaten to beat up a coworker.

4. An employee who is good with people occasionally misses deadlines.

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Good Use of Progressive Discipline

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An employee is stealing from the

company?

An employee is coming to work

late?

An employee has threaten to beat up a coworker.

An employee who is good with

people occasionally

misses deadlines.

Why is it important to confront the Problem Employee?

MANAGE PROBLEM BEHAVIOR EARLY 1. It will continue to get worse.

2. Employee thinks we don’t see the problem.

3. We want to assist the employee to improve.

MANAGE PROBLEM BEHAVIOR EARLY 4. To prevent the employee from feeling

entitled.

5. To prevent the problem from spreading.

6. To prevent staff resentment.

7. To maintain standard performance.

Why Employees Become Difficult

Bad Attitude

Situational

Behavioral problems

Technical Incompetence

Performance Standards

•QUALITY

Performance Standards

• MANNER OF PERFORMANCE

Performance Standards

• QUANTITY

Performance Standards

TIMELINESS

Performance Standards

EFFECTIVE USE OF

RESOURCES

Six Steps for Providing Employee Feedback

1. Preserve the employee’s ego: be supportive and future oriented.

2. Focus on the problem not on the personality: be detailed and accurate.

3. Give in the amount the employee can receive: don’t overload.

Six Steps for Providing Employee Feedback

4. Give feedback immediately or as soon as possible: be timely.

5. If either you or the employee become emotional during the feedback session you must stop the feedback and first manage the emotions; continually provide feedback.

6. Consider offering a “sandwich.”

TWO TYPES OF FEEDBACK: REINFORCING

• Reinforcing feedback is used to tell employees what they are doing right and to encourage them to continue.

TWO TYPES OF FEEDBACK: REDIRECTING

• Use redirecting feedback to highlight a gap between expected performance and actual performance and to

Motivate them to

change behavior.

Progressive Disciple

1. Verbal Warning 2-3 times 2. Written Warning 1-2 times 3. Leave without pay 1-2 days 4. Demotion: Less status less pay 5. Suspension without pay up to 30

days

Documentation

In writing Keep a copy

Termination

Free up

their future!

Termination

• Have your documentation ready.

• Put the termination in writing.

• Get the keys to the office and any other assets.

• Change passwords, codes and locks if necessary.

• Have security present, if you believe the employee will become difficult.

• Escort the employee off the premises.

How many ideas will you take away from this presentation?

1. One

2. Two

3. Three

4. Four

5. Five or more!

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Thank you!

• Please drop off your audience response key at the door.