How to Motivate or Terminate the Difficult Employee Progressive Discipline Asia HR Summit 2012Presented by Bernadette T. Vadurro, President Speakers Live, Inc www.Bernadettetv.com Email: Berna@speakerslive.com Copyright 2012 All Rights Reserved
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. 10
Who is YOUR problem employee?100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 0% 0% 0% 0% 0% Fails to follow Does not Does not do Has a bad A instructions. meet the job to attitude. combination deadlines. specification. of the above.
Who is YOUR problem employee?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. 10
Who is YOUR problem employee?100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 0% 0% 0% 0% 0% Does not Has a drug or Has problems Does not like Is not understand alcohol at home: sick or respect meeting the job problem child or you quota parent expectations
Progressive DisciplineA 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. 10
Good Use of Progressive Discipline100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 0% 0% 0% 0% An employee is An employee is An employee has An employee stealing from the coming to work threaten to beat who is good with company? late? up a coworker. people occasionally misses deadlines.
Why is it important to confront the Problem Employee?
MANAGE PROBLEM BEHAVIOR EARLY1. 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 EARLY4. To prevent the employee from feeling entitled.5. To prevent the problem from spreading.6. To prevent staff resentment.7. To maintain standard performance.
Performance Standards EFFECTIVE USE OF RESOURCES
Six Steps for Providing Employee Feedback1. 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 Feedback4. 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 Disciple1. Verbal Warning 2-3 times2. Written Warning 1-2 times3. Leave without pay 1-2 days4. Demotion: Less status less pay5. Suspension without pay up to 30 days
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? 100%1. One 80%2. Two 60%3. Three 40% 20%4. Four 0% 0% 0% 0% 0% 0%5. Five or more!
Thank you!• Please drop off your audience response key at the door.
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