Defusing Employee Attitude Problems
Training Benefits & Deliverables:
- Improve employee performance and morale by reducing workplace conflict & handling employee attitude problems
- Increase managerial consistency and effectiveness in handling employee attitude problems
- Improve productivity and efficiency by handling employee attitude problems
- Create more teamwork and cooperation between employees
- Prevent emotionally charged situations from becoming frustrating, energy draining arguments
- Increase confidence and comfort level of managers in dealing with difficult employees
- Recognize and understand the most common causes of attitude problems
- Develop assertive response plans for difficult types of people and personalities
- Determine when it is safe to begin the formal discipline process and how to safely document “bad attitude”
- Deal with employees who deny problems and try to blame everyone else
- Prevent attitude problems by creating a motivating work climate
- Understand legal “Do’s & Don’ts” of when personal problems or substance abuse are the cause of the attitude
- Create effective performance and behavior turn-around plans in handling employee attitude problems
- Spot attitude warning signs in the interview process before the employee is hired
- Be safe and smart when attitude problems may stem from harassment, cultural or age differences
- Proactive management training to change attitudes
Course Outline:
I. Causes of Attitude Problems
- Where do attitude problems come from
- Dealing with bad attitudes
- Understanding different personalities
- Motivating factors on the job not covered in most human resources training
II. Overcoming the Most Common Attitude Problems
- Creating the proper workplace climate
- Establish appropriate rules of discipline
- Dealing with personal problems brought to work
- Understand the ADA and FMLA
- Overcome resistance to change
- Deal with age and cultural differences safely with management skills training
- Handling “Know-it-Alls” and other problem behaviors
- Handling employee attitude problems before they start
III. The Manager’s Role in Coaching & Counseling
- Creating a performance turn-around plan
- Mediating conflict between employees
- Dealing with employees who won’t change
- Safe guidelines for documenting attitude problems
- Use proactive disciplinary action in handling employee attitude problems
- Legally terminating because of a “bad attitude”
- Developing a coping strategy to live with problems
IV. Prevent Attitude Problems Proactively
- Establish confidence and trust with our employees
- Spot potential attitude warning signals in the interviewing process
- Recognize the early signs of attitude or burn out problems
- Create an attitude tune-up plan with effective management training
