- Cover
- Half title
- Title
- Dedication
- Contents
- Acknowledgments
- Permissions
- Introduction
- Chapter 1: Effective Hiring and Selection
- 1: Establishing Your Brand: Social Network Outreach, Recruitment Brochures, and Adding New Life to Your Recruitment Advertising Campaigns
- 2: Becoming an Employer of Choice: An Investment Worth Considering
- 3: Direct Sourcing: Alternatives and Options for Proactive Candidate Outreach
- 4: Effective Telephone Screening Calls: An Incredible Time Saver for Initial Contact
- 5: Identifying Candidates Who Stand Out Among Their Peers: Criteria to Help You Define the Best and Brightest Talent
- 6: A Twist on Traditional Interviewing Questions: The “Career Coaching” Approach to Getting Inside Candidates’ Heads and Hearts
- 7: Achievement-Anchored and Holistic Questions: Cutting to the Chase
- 8: Hiring in Our Own Image: Likability Equals Compatibility
- 9: The Critical Importance of Reference Checks (and Scripts to Help You Maximize Each Call)
- 10: Making the Offer and Closing the Deal: Don’t Flinch at the Finish Line
- 11: Effective Onboarding to Maximize the Chances of Initial Success and Create True Believers
- Chapter 2: Effective Leadership and Outstanding Communication
- 12: The Nature of Positive, Constructive Communication
- 13: The Art of Successful Communication: Guidelines to Help Your Message Soar
- 14: Human Nature: The Path of Least Resistance Is Avoidance
- 15: Mediating Employee Disputes and Communication Breakdowns: The Strategy Behind Constructive Confrontation
- 16: Bearing Bad News: The Creative Art of Give and Take
- 17: Staff Meeting Tune-Ups: Upgrade Your Group Communication to Strengthen Team Performance
- 18: Leadership SOS: Effective and Successful Turnaround Strategies for Failing Teams
- 19: Addressing Uncomfortable Workplace Situations and Personal Style Issues
- 20: Situational Coaching: How Do You “Coach Someone to Normal”?
- 21: The Danger of “Off-the-Record” Conversations and Over-Promising Confidentiality
- 22: Special Circumstances: From Coaching and Mentoring to Verbal Warnings—Communicating with Skillful Aplomb
- Chapter 3: The Importance of the Written Record
- 23: “Document, Document, Document:” Heightening Awareness of the Record You’re Creating
- 24: Performance Reviews: The 800-Pound Gorilla in the Room
- 25: Performance Reviews: Dealing Effectively with Incorrectly Assigned Individual Grades
- 26: Performance Reviews: Correcting for Grade Inflation Across Your Department, Division, or Company
- 27: Workplace Investigations: Understanding Your Role and Knowing Your Limits
- 28: Workplace Investigations: Harassment, Discrimination, and a Cautionary Tale
- 29: Effectively Invoking Attorney–Client Privilege
- 30: The “E” in Email Stands for “Evidence”
- 31: Progressive Discipline: Appropriate Documentation for Addressing Substandard Job Performance and Attendance Issues
- 32: Progressive Discipline: Appropriate Documentation for Addressing Inappropriate Behavior and Misconduct Issues
- 33: Writer Beware: “Codifying the Damage” or Documenting “Mental Element Qualifiers” Can Sink Your Ship in Court
- 34: A Creative Alternative to Formal Corrective Action: Letters of Clarification
- 35: Decision-Making Leaves: Dramatic Turnarounds Without a Lot of Drama
- 36: Structuring Terminations That Will Withstand Legal Scrutiny: Making Your Defense Lawyer Proud
- Chapter 4: Avoiding Litigation Land Mines
- 37: A Brief Employment Law History Primer to Show Why Documentation is Critical—Even for At-Will Workers
- 38: The Fine Art of Playing Employment Defense: Avoid “Pretaliation”
- 39: Policies (the Letter of the Law), Codes of Conduct (the Spirit of the Law), and Past Practices
- 40: Differentiating Between Performance and Conduct Issues: A Critical Distinction
- 41: Sameness Versus Consistency: Looking at the Totality of Events
- 42: Stopping Attitude Problems in Their Tracks
- 43: Performance Appraisal Bombshells: Delivering Bad News for the First Time During the Annual Performance Review
- 44: “If I Can’t Fire Someone, Can I Lay Him Off Instead?”
- 45: “If I Can’t Fire Someone, Can I Give Him a Separation Package Instead?”
- 46: Whistle Blowers Versus Character Assassins: Dealing Appropriately with Anonymous and Mean-Spirited Employee Complaints That May Lack Merit
- 47: Vetting the Record Before Recommending Termination: The Importance of a “Clean Final Incident”
- 48: Don’t Rush to Judgment: Learn All Sides of the Story First
- 49: Wage and Hour Quagmires: Employee Classification and Overtime Considerations
- Chapter 5: Inspiring Employee Engagement
- 50: Developing a Blueprint to Inspire and Motivate Your Team
- 51: The Nature of Motivation: Rules and Myths that Inform Your Reality
- 52: Creating an Environment in Which Employees Can Motivate Themselves in Light of Your Organization’s Changing Needs
- 53: The Nature of Motivation: Five Steps for Quick Turnarounds
- 54: Delegating as a Means of Professional Development, Not of Offloading Work
- 55: The Holy Grail: Motivating Staff Without Money
- 56: Salvaging Restless Top Performers by Instilling a Greater Sense of Career Engagement
- 57: “Stay” Interviews Trump Counteroffers Every Time
- 58: If You’re Going to Make a Counteroffer, Make Sure You Do It Right
- 59: Recognizing Burnout and Reengaging Your Employees Based on Their Individual Needs
- 60: Motivating Your Team After a Layoff or Termination: Healing the Wound
- 61: Leading and Motivating Through Extreme Adversity: When Your Job Is on the Line
- 62: A Broader Shift in Corporate Mindset: Putting Your Employees First, Even Above Your Customers and Shareholders
- Chapter 6: Putting It All Together
- 63: Achieving the Model Workplace: Productivity, Loyalty, and High Performance
- 64: Lessons from the HR Trenches: Wisdom and Experience to Benefit Frontline Leaders
- 65: Putting Your Ethics “SOX” On: Your Reputation Is the Coin of the Realm
- 66: Educating Entry-Level Workers About Ethical Issues That May Derail an Otherwise Successful (Early) Career
- 67: Multigenerations at Work: Understanding Each Other’s Perspectives
- 68: Integrating Newly Inherited Employees into Your Team
- 69: Held Hostage by Underperformers: Strategic Group Turnarounds When a Team Is on the Brink of Failure
- 70: Dealing with Employees in Crisis: A Blueprint for Proactive Management Intervention
- 71: Encouraging Employees to Leave Your Company: When It’s Good for You and Good for Them
- 72: Resignations: Properly Handling Employees Who Give Notice
- 73: Terminations for Cause Versus Resignations by Mutual Consent
- 74: The Proper Care and Handling of Your Company’s HR Team
- 75: Inspirational Leadership: Some Final Thoughts
- Index
- About the Author
- Free Sample from 2600 Phrases for Effective Performance Review
- Copyright
To my wonderful wife and best friend, Janet —
Thank you for giving me the time, encouragement,
and loving support to create this very special book.
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