Handling and Documenting a Non- Performing Employee: Address The Real Problem Areas
Failure to Manage and Document a Non-Performing Employee Demonstrates Poor Management!
Instructor :
Carolyn Riggins
Webinar ID:
5256
Date: 27 January 23, FRI
Start Time: 10 am PT
Duration: 1 Hr.
What you will learn
- Why is it necessary to document an unacceptable behavioral
- What should you document regarding a non-performing employee?
- When is the proper time to document a non-performing employee?
- Why is it necessary to handle a reissue employee?
- How to prepare a method of action for a non-performing employee?
- Why is it necessary to document an unacceptable behavioral
- What should you document regarding a non-performing employee?
- When is the proper time to document a non-performing employee?
- Why is it necessary to handle a reissue employee?
- How to prepare a method of action for a non-performing employee?
- How to protect the company from being in a lawsuit concerning a termination or an unfavorable dismissal
Course Description
In today’s workforce environment, the way you handle and document a non-performing employee is critical to your success or failure.
When a non-performing employee exhibits a negative behavioral characteristic that affects other employees, documentation is critical.
Managers and HR Pros understand that effective and consistent documentation is of the utmost importance. They understand the need to record all critical events in the employment history of their employees—both positive and negative incidents of performance.
Proper documentation is the best thing to protect your company and the fair thing to do for the employees to show the seriousness of the issue. If your employees do not know there is a problem, they cannot address it.
Thorough documentation will ensure the employee understands the problem and how to address it and provides the company with evidence that you gave the employee a real opportunity to correct the issue.
It is important to note that even if you follow the right processes, you might still be exposing your organization to risk without keeping the correct document flow and evidence.
Carolyn D. Riggins offers everything that managers and HR staff need to carefully document employee performance to ensure you cover all of your bases.
- This webinar will teach you WHAT to do WHEN to do it, and HOW to handle documentation pertaining to a non-performing employee.
- The next time your HR representative asks you, “Is it documented?” Participants of this webinar will have the tools and resources to answer that question effectively.
Join us Now!
In today’s workforce environment, the way you handle and document a non-performing employee is critical to your success or failure.
When a non-performing employee exhibits a negative behavioral characteristic that affects other employees, documentation is critical.
Managers and HR Pros understand that effective and consistent documentation is of the utmost importance. They understand the need to record all critical events in the employment history of their employees—both positive and negative incidents of performance.
Proper documentation is the best thing to protect your company and the fair thing to do for the employees to show the seriousness of the issue. If your employees do not know there is a problem, they cannot address it.
Thorough documentation will ensure the employee understands the problem and how to address it and provides the company with evidence that you gave the employee a real opportunity to correct the issue.
It is important to note that even if you follow the right processes, you might still be exposing your organization to risk without keeping the correct document flow and evidence.
Carolyn D. Riggins offers everything that managers and HR staff need to carefully document employee performance to ensure you cover all of your bases.
- This webinar will teach you WHAT to do WHEN to do it, and HOW to handle documentation pertaining to a non-performing employee.
- The next time your HR representative asks you, “Is it documented?” Participants of this webinar will have the tools and resources to answer that question effectively.
Join us Now!
Why you should attend
It can be difficult sometimes to recognize and address a non-performing employee. Numerous organizations are currently being challenged with this issue with unknown knowledge in order to correctly address a non-performing employee from exhibiting ongoing negative behavior.
Many leaders are apprehensive about confronting this type of issue, which magnifies when ignored.
Failure to properly manage and document a non-performing employee demonstrates poor management.
- You will gain a better understanding of how to handle and document a non-performing employee’s behavioral issues during this webinar.
- You will have some takeaways for tools and resources to assist you in tracking and recording the performance of a non-employee.
Join now!
It can be difficult sometimes to recognize and address a non-performing employee. Numerous organizations are currently being challenged with this issue with unknown knowledge in order to correctly address a non-performing employee from exhibiting ongoing negative behavior.
Many leaders are apprehensive about confronting this type of issue, which magnifies when ignored.
Failure to properly manage and document a non-performing employee demonstrates poor management.
- You will gain a better understanding of how to handle and document a non-performing employee’s behavioral issues during this webinar.
- You will have some takeaways for tools and resources to assist you in tracking and recording the performance of a non-employee
Join now!
Areas Covered
- Why is it necessary to document an unacceptable behavioral of a nonperforming employee?
- When is it the proper time to address the performance issues with a nonperforming employee?
- How to prepare documents for discussion with a nonperforming employee?
- What is needed in documentation history of a nonperforming employee?
- What happens when you decided to avoid dealing with the issues of a nonperforming employee?
- What actions are needed if a nonperforming employee has improved or has not improved their behavioral?
- How to keep your conversation focus on the current matter when discussing a nonperforming employee behavioral?
- Why is it critical to use the employee’s handbook when dealing with a nonperforming employee matter?
- How to protect the company from being in a lawsuit concerning a termination or an unfavorable dismissal of a nonperforming employee?
- How to avoid the blame game of discrimination or harassment when addressing a nonperforming employee?
- Why is it necessary to document an unacceptable behavioral of a nonperforming employee?
- When is it the proper time to address the performance issues with a nonperforming employee?
- How to prepare documents for discussion with a nonperforming employee?
- What is needed in documentation history of a nonperforming employee?
- What happens when you decided to avoid dealing with the issues of a nonperforming employee?
- What actions are needed if a nonperforming employee has improved or has not improved their behavioral?
- How to keep your conversation focus on the current matter when discussing a nonperforming employee behavioral?
- Why is it critical to use the employee’s handbook when dealing with a nonperforming employee matter?
- How to protect the company from being in a lawsuit concerning a termination or an unfavorable dismissal of a nonperforming employee?
- How to avoid the blame game of discrimination or harassment when addressing a nonperforming employee?
Who is this course for
- HR Professionals
- Employee Management
- Performance Management
- Small Business Owners
- Leaders, Managers, Team Leaders,
- Department Heads
- Supervisors and anyone in Leadership Role
- HR Professionals
- Employee Management
- Performance Management
- Small Business Owners
- Leaders, Managers, Team Leaders,
- Department Heads
- Supervisors and anyone in Leadership Role
Instructor Profile
Carolyn D. Riggins is the founder and owner of CDR Consulting Services, specializing in training, coaching and identifying problematic financial gaps. Ms. Riggins was in retail banking for 35 years with First Florida Bank, Barnett Bank, Mercantile Bank and TD Bank.
At TD Bank, Ms. Riggins was successful growing her client’s relationship by 71 million dollars through valuable training and consistently coaching her teams. Ms. Riggins served in multiple capacity levels of management roles regarding the many banks in her career path.
Under her leadership she was able to work as an Assistant Vice President Store Manager, Vice President Hub Manager and Vice President Retail Regional Manager. In these varies leadership positions Ms. Riggins was successful with leading and helping her team by developing, coaching and training to achieve sales revenue growth, deposit growth, customer growth, lending growth and focusing on compliance.
Ms. Riggins has received several awards for top performing manager of the year in her regional. Ms. Riggins has also produced many of her team players who has been nominated as top performers in the regional due to developing, coaching and training. In additional, Ms. Riggins utilizes her Bachelor of Applied Science degree in Management and Organizational Leadership from St Petersburg College to train team players to be successful in their roles.
One of Ms. Riggins goal is to train and coach continuously by using her education and expertise daily to change, transform and impact great leaders and team players. Ms. Riggins has now moved her financial expertise, coaching, training experience, skills and education into her business CDR Financial Consultant to help other businesses to become successful.
