101 Tough Conversations to Have with Employees: A Manager's Guide to Addressing Performance, Conduct, and Discipline Challenges
- 6h 18m
- Paul Falcone
- AMACOM
- 2009
Bad attitudes? Discipline and performance problems? Here’s much-needed help for managers who need to “have a talk” with their people.
Inappropriate attire, lateness, sexually offensive behavior, not to mention productivity and communication issues ... these are just a few of the uncomfortable topics bosses must sometimes discuss with their employees. 101 Tough Conversations to Have with Employees offers realistic sample dialogues managers can use to facilitate clear, direct interactions with their employees, helping them sidestep potential awkwardness and meet issues head-on.
This practical, solution-oriented book walks readers through some of the most common—as well as the most serious—employee problems they are likely to encounter. Covering everything from substandard performance reviews to personal hygiene to termination meetings, this handy guide helps managers treat their people with dignity, focusing not just on what to say but also on how to say it. This helpful book provides proven techniques managers can use to protect themselves and their organizations...and get the very best from their people.
About the Author
Paul Falcone (Valencia, CA) is Vice President of Human Resources at Nickelodeon. He is the author of 2600 Phrases for Effective Performance Reviews (978-0-8144-7282-8), 101 Sample Write-Ups for Documenting Employee Performance Problems (978-0-8144-7977-3), and 96 Great Interview Questions to Ask Before You Hire (978-0-8144-1351-7).
In this Book
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101 Tough Conversations to Have with Employees—A Manager’s Guide to Addressing Performance, Conduct, and Discipline Challenges
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Preface
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Introduction—The Rules of Engagement
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Common Managerial and Supervisory Discussions
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Individual Appearance and Uncomfortable Workplace Dilemmas
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Cultural and Religious Differences
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Performance Transgressions
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Policy and Procedure Violations
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Excessive Absenteeism and Tardiness
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Lack of Requisite Skills
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Sexually Offensive Behavior
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Substandard Communication Skills
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Personal Style Issues
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Leadership Style Challenges and Career Management Obstacles
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Corporate (Intentional) Actions
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Corporate (‘‘No Fault’’) Actions
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Summary Offenses (Immediate Discharge)
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Special Circumstances
