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Addressing Employee Performance Situations Not Easily Resolved: A Competency-Based Approach for Handling Challenging Employee Issues, Documenting Performance, ... for Structured Learning Book 3024)
Winner - 2022 Global Book SILVER MEDAL / Human Resources
One survey found that 63 percent of organizations say they use some form of coaching. However, most supervisors admit to spending less than 10 percent of their time this way.
You might wonder how coaching relates to handling performance, but in fact it’s useful when an employee isn’t meeting expectations. True, you need to spend time with the person, but it’s time well spent.
The problem is when you work with an employee to clarify how they can improve, but you don’t see progress. Then what?
The solution lies in learning that a structured and persistence approach is essential if you are to turn things around. The process includes working with an employee to help them acknowledge the problem, providing specific and actionable feedback, and checking in to review results. Additionally, realize you most likely will need to cycle through the process more than once.
This competency-based workbook gives you practical and hands-on methods that focus on exploring the issue with the employee, working with the employee to establish corrective actions, and following through with the employee to assess results and determine the next steps. The workbook guides you in planning your approach and shows you how to be steadfast in following through.
The workbook also provides exercises that guide you in applying what you learn to your situation. With the knowledge and tools provided, you can make a difference in your team, and thus in your organization and career.
After completing this workbook, you will know how difficult performance situations.Maintain focus during performance improvement discussions.Document performance and develop improvement plans that produce results.Follow a sound process for approaching difficult or troubled employees.Follow up on performance improvement conferences or interventions.10 Key Concepts to MasterConfront Challenging Performance Problems Assess the Performance Situation Discuss the Situation with the Employee Use Intervention Meetings to Plan Improvement Approach the Difficult Employee Handle Employee Concerns and Complaints Rely on Your Employee Assistance Program Conduct Follow-Up Interventions Document Progressive Discipline Expect the Best, Prepare for the Worst, and Plan for the Future Structured Learning
All our workbooks align with our research-based Competency Model. The model, which is rooted in work by the U.S. Department of Labor and others, gives you a framework for structured learning by helping you identify and develop specific competencies.
Competencies are sets of skills, knowledge, attitudes, and behaviors that are observable and measurable. Our model has 35 competency dimensions associated with successful performance in leadership and professional roles. Competencies are clustered into five domains that may overlap.
This Addressing Employee Performance Situations Not Easily Resolved workbook focuses on the competency areas of Leadership and Coaching, Human Performance Management, and Interpersonal Relationship Building. The workbook content is primarily associated with the Supervisory/Management competency cluster or domain. For more information or www.centrestar.
One survey found that 63 percent of organizations say they use some form of coaching. However, most supervisors admit to spending less than 10 percent of their time this way.
You might wonder how coaching relates to handling performance, but in fact it’s useful when an employee isn’t meeting expectations. True, you need to spend time with the person, but it’s time well spent.
The problem is when you work with an employee to clarify how they can improve, but you don’t see progress. Then what?
The solution lies in learning that a structured and persistence approach is essential if you are to turn things around. The process includes working with an employee to help them acknowledge the problem, providing specific and actionable feedback, and checking in to review results. Additionally, realize you most likely will need to cycle through the process more than once.
This competency-based workbook gives you practical and hands-on methods that focus on exploring the issue with the employee, working with the employee to establish corrective actions, and following through with the employee to assess results and determine the next steps. The workbook guides you in planning your approach and shows you how to be steadfast in following through.
The workbook also provides exercises that guide you in applying what you learn to your situation. With the knowledge and tools provided, you can make a difference in your team, and thus in your organization and career.
After completing this workbook, you will know how difficult performance situations.Maintain focus during performance improvement discussions.Document performance and develop improvement plans that produce results.Follow a sound process for approaching difficult or troubled employees.Follow up on performance improvement conferences or interventions.10 Key Concepts to MasterConfront Challenging Performance Problems Assess the Performance Situation Discuss the Situation with the Employee Use Intervention Meetings to Plan Improvement Approach the Difficult Employee Handle Employee Concerns and Complaints Rely on Your Employee Assistance Program Conduct Follow-Up Interventions Document Progressive Discipline Expect the Best, Prepare for the Worst, and Plan for the Future Structured Learning
All our workbooks align with our research-based Competency Model. The model, which is rooted in work by the U.S. Department of Labor and others, gives you a framework for structured learning by helping you identify and develop specific competencies.
Competencies are sets of skills, knowledge, attitudes, and behaviors that are observable and measurable. Our model has 35 competency dimensions associated with successful performance in leadership and professional roles. Competencies are clustered into five domains that may overlap.
This Addressing Employee Performance Situations Not Easily Resolved workbook focuses on the competency areas of Leadership and Coaching, Human Performance Management, and Interpersonal Relationship Building. The workbook content is primarily associated with the Supervisory/Management competency cluster or domain. For more information or www.centrestar.
148 pages, Kindle Edition
Published March 10, 2022
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Displaying 1 - 2 of 2 reviews
March 28, 2022
Another guide from the authority on management
Addressing Employee Performance Situations Not Easily Resolved: A Competency-Based Approach for Handling Challenging Employee Issues, Documenting Performance, and Providing Constructive Feedback by Wesley Donahue is a comprehensive guide to being a manager that fosters communication and growth with their employees. This is the second book I’ve read in Donahue’s series of workbooks, the first being Fostering Diversity, Equity, and Inclusion in the Workplace. In that book, Donahue gives guidance for embracing differences smoothly and with respect, if you want to give it a read. I recommend them both highly, and will continue the rest of the series. I think Donahue gives easily-read advice to cover almost every scenario met by a manager, creating a series that could be the sole training materials for someone entering a management position. As for this edition, Donahue gives great situations and resolutions for the communicative and respectable manager.
Addressing Employee Performance Situations Not Easily Resolved: A Competency-Based Approach for Handling Challenging Employee Issues, Documenting Performance, and Providing Constructive Feedback by Wesley Donahue is a comprehensive guide to being a manager that fosters communication and growth with their employees. This is the second book I’ve read in Donahue’s series of workbooks, the first being Fostering Diversity, Equity, and Inclusion in the Workplace. In that book, Donahue gives guidance for embracing differences smoothly and with respect, if you want to give it a read. I recommend them both highly, and will continue the rest of the series. I think Donahue gives easily-read advice to cover almost every scenario met by a manager, creating a series that could be the sole training materials for someone entering a management position. As for this edition, Donahue gives great situations and resolutions for the communicative and respectable manager.
March 29, 2022
As its title suggests, we may guess this book is loaded with solutions and that by reading it, we will get positive and good results; something good would certainly come after turning its first page.
Difficult employee performance situations can be tackled in different ways, but author Donahue suggests that the way that really works is making the employee first understand where the problem lies, persisting, measuring the progress and providing specific and actionable feedback that can
be afterward checked.
The author offers us 10 practical concepts which do not seem to be difficult to apply and organizational leading gets easier after reading this book. Totally recommended!
Difficult employee performance situations can be tackled in different ways, but author Donahue suggests that the way that really works is making the employee first understand where the problem lies, persisting, measuring the progress and providing specific and actionable feedback that can
be afterward checked.
The author offers us 10 practical concepts which do not seem to be difficult to apply and organizational leading gets easier after reading this book. Totally recommended!
Displaying 1 - 2 of 2 reviews