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by Paul Falcone
101 Tough Conversations to Have with Employees: A Manager’s Guide to Addressing Performance, Conduct, and Discipline Challenges
Cover Page
Title Page
Copyright Page
Dedication
Contents
Preface
Acknowledgments
Introduction: The Rules of Engagement
Part I: Uncomfortable Workplace Situations
1. Common Managerial and Supervisory Discussions
Scenario 1: Mediating Disputes Among Subordinates
Scenario 2: Appropriate Responses to Requests to Speak “Off the Record”
Scenario 3: Promoting a Neophyte into a First-Time Supervisory Role
Scenario 4: New Supervisor Syndrome
Scenario 5: Inheriting an Employee with Disciplinary Problems
Scenario 6: Stopping Attitude Problems in Their Tracks
Scenario 7: Advice Before a Holiday Party or an Offsite Event
2. Individual Appearance and Uncomfortable Workplace Dilemmas
Scenario 8: Bad Hair Days
Scenario 9: Inappropriate Dress
Scenario 10: Body Piercing and Body Art
Scenario 11: Tattoos
Scenario 12: Halitosis (Bad Breath)
Scenario 13: Body Odor from Lack of Cleanliness
Scenario 14: Body Odor from Suspected Medical Reason
3. Cultural and Religious Differences
Scenario 15: Inappropriate Display of Religious Icons
Scenario 16: Supervisor Proselytizes to Subordinates
Scenario 17: Offensive Food Preparation and Spicy Smells
Scenario 18: Euphemisms like “Honey,” “Sweetie,” and “Doll”
Scenario 19: Speaking Foreign Languages in the Workplace
Scenario 20: Inappropriate Display of Sexually Explicit Material
Scenario 21: Lack of Understanding of Multicultural Differences
Part II: Poor Work Habits and Job Performance Concerns
4. Performance Transgressions
Scenario 22: Lack of Quality, Detail, or Efficiency
Scenario 23: Lack of Quantity or Speed
Scenario 24: Substandard Customer Satisfaction
Scenario 25: Lack of Sales Production
Scenario 26: Failure to Learn New Material During Training
Scenario 27: Acts Resulting in a Loss to the Employer
Scenario 28: Failure to Follow Through, or “Dropping the Ball”
5. Policy and Procedure Violations
Scenario 29: Failure to Adhere to Safety Rules
Scenario 30: Excessive Personal Telephone Calls
Scenario 31: Excessive Time Spent on the Internet
Scenario 32: Unauthorized Use of Company Equipment and Facilities
Scenario 33: Working Unauthorized Overtime
Scenario 34: Off-Duty Conduct and Moonlighting
6. Excessive Absenteeism and Tardiness
Scenario 35: Excessive Unscheduled Absence: “No Fault” System
Scenario 36: Excessive Unscheduled Absence: “Excuse-Based” System
Scenario 37: Patterning Excessive, Unscheduled Absence Around Weekends
Scenario 38: Rolling Calendar Year Maneuvers
Scenario 39: Excessive Tardiness
Scenario 40: Exempt Employees Who Choose to Come and Go as They Please
7. Lack of Requisite Skills
Scenario 41: Inferior Job Knowledge
Scenario 42: Lack of Technical Skills
Scenario 43: Inadequate Problem-Solving Skills
Scenario 44: Substandard Written Expression
Scenario 45: Poor Time Management
Scenario 46: Lack of Organization and Neatness
Part III: Inappropriate Workplace Behavior and Conduct
8. Sexually Offensive Behavior
Scenario 47: Foul Language in the Workplace
Scenario 48: E-Mail Misuse
Scenario 49: Finding Pornography on an Employee’s Computer
Scenario 50: Bullying
Scenario 51: Discriminatory Comments or Racial Epithets
Scenario 52: Leering
Scenario 53: Sexual Harassment Findings (Reverse Harassment)
9. Substandard Communication Skills
Scenario 54: Tattletales, Gossipmongers, and Snitches
Scenario 55: Whiners and Complainers
Scenario 56: Requests for Confidential Conversations from Other Supervisors’ Subordinates
Scenario 57: Poor Listening Skills
Scenario 58: Failure to Communicate Upward
Scenario 59: Establishing Effective Staff Meetings
10. Personal Style Issues
Scenario 60: Suspected Alcoholism or Substance Abuse
Scenario 61: Inability to Accept Constructive Criticism
Scenario 62: Lack of Sensitivity and Protocol (E-Mail Censuring)
Scenario 63: Badgering and Challenging One’s Supervisor
Scenario 64: Lack of Teamwork and Relationship-Building Skills
Scenario 65: Laziness and Lack of Commitment
Scenario 66: Blamers and Excuse Makers
Scenario 67: Coworker Jealousy and Employees Who Can’t Let Go of Their Anger
Scenario 68: Supremacists—Arrogance and Superior Attitudes
11. Leadership Style Challenges and Career Management Obstacles
Scenario 69: Stalled Career Syndrome
Scenario 70: Unwillingness to Confront Problems Head-On
Scenario 71: Staff Motivation Conversations
Scenario 72: Protecting Your Company from Legal Liability (Documentation)
Scenario 73: Inability to Provide Constructive Criticism
Scenario 74: Handling Group Complaints Wisely
Scenario 75: Lack of Diversity Awareness
Scenario 76: Lack of Leadership
Part IV: Corporate Actions
12. Corporate (Intentional) Actions
Scenario 77: Probationary Termination
Scenario 78: Administering Disciplinary Warnings
Scenario 79: Administering Decision-Making Leaves
Scenario 80: Termination for Cause (in Conjunction with Progressive Discipline)
Scenario 81: Convincing an Employee to Leave Voluntarily When There Are No Progressive Disciplinary Warnings on File
Scenario 82: Negotiating a Separation Package When There Are No Progressive Disciplinary Warnings on File
13. Corporate (‘‘No Fault’’) Actions
Scenario 83: Layoff: Position Elimination—LIFO
Scenario 84: Layoff: Position Elimination—Lack of Qualifications
Scenario 85: Layoff: Position Elimination—Union Bumping Privileges
Scenario 86: Layoff: Position Elimination—Department Closure
Scenario 87: Layoff: Position Elimination—Plant Closure (WARN Act)
Scenario 88: Follow-Up Discussions with Survivors After Layoffs Occur
14. Summary Offenses (Immediate Discharge)
Scenario 89: Employee Theft
Scenario 90: Selling Proprietary Products on the Internet
Scenario 91: Time Card Fraud
Scenario 92: Threats of Violence in the Workplace
Scenario 93: Sexual Harassment
Scenario 94: Falsification of Company Records
Scenario 95: Insubordination
15. Special Circumstances
Scenario 96: Welcoming Back Employees Returning from a Stress Leave of Absence
Scenario 97: Dealing with Employees in Crisis: Isolation
Scenario 98: Dealing with Employees in Crisis: Suicidal Concerns
Scenario 99: Dealing with Employees in Crisis: Homicidal Concerns
Scenario 100: Terminating Employees Who Are on Investigatory Leave
Scenario 101: Verbally Accepting an Employee’s Resignation
Index
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