Event

How many times have you had to manage a disciplinary process only to find that this behaviour has been happening for 20 years. While people may have spoken to the person no one has ever made a note about it and the person has been marked as ‘competent’ (and yes probably ‘exceeds expectations’) in every single performance review over those 20 years.

Attending and managing a disciplinary process as a manager or HR practitioner can be a daunting prospect.

- What are the expectations of your role -v- the manager/team leader role in relation to dealing with low level performance issues?

- What are the two subsections of performance?

- What are the signs that you have a low-level performance issue?

- What are the underpinning reasons for poor performance?

During the disciplinary process:

- What to say and do when you give low-level performance feedback and it all turns to custard.

- Why you should make a note of giving feedback even when it was really low-level feedback.

- Basic process to use when managing a low-level performance issue.

- Scenarios – together you will work through three scenarios following a basic process. This will include anticipating likely responses and developing phrases to use to respond to those responses.

- Where to from here?

Pre-work/thinking:

Think of a couple of relatively low-level performance management issues that one of your managers needs to deal with as part of their role. Don’t worry if the behaviour is on-going and has been happening for years or happened for the first time yesterday.

About the Presenter

Pam Finnie

Pam Finnie has 20+ years’ experience supporting managers as they work through human resource issues.

She specialises in:

- Working with dysfunctional teams.

- Working with teams to get clarify expectations around roles and responsibilities.

- Coaching team leaders and managers as they work through performance issues.

- Behavioural profiling and 360 feedback profiles.

- Developing and delivering training packages

From an HR perspective there is one thing Pam wishes team leaders and managers would do, and that is deal with performance issues at the lowest possible level

Pricing

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• HRNZ Student Members = FREE
• Non Members = $30.00

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