101 tough conversations to have with employees

101 TOUGH CONVERSATIONS TO HAVE WITH EMPLOYEES HOW TO

My goal was then to add meat to the bones by showing what a typical conversation might sound like in a particular context.

101 TOUGH CONVERSATIONS TO HAVE WITH EMPLOYEES HOW TO

The truth is, if they could simply address the minor impediments before they became major obstacles, they'd make their lives a lot easier! Still, these are very nuanced conversations, and what I offer at the beginning of the book is a suggested template for how to go about engaging in these types of 'constructive feedback' types of discussions.

Paul Falcone: The path of least resistance is avoidance, and most managers sweep things under the rug hoping they'll fix themselves. Question: Why did you believe it was important to write 101 Tough Conversations To Have With Employees? The scripts not only offer an approach of how to address and structure the topic, but they also map out what kinds of common responses to expect and how to steer the conversation in another direction when necessary. So the whole idea of the book was to capture the widest swath of day-to-day (and sometimes not too common) events that happen in the workplace that plague the 'average bear' supervisor.

Finally, it addresses tough but necessary corporate discussions having to do with administering corrective action, laying people off, and terminating people for cause. Beyond that core, though, it then goes into more subjective and delicate topics like personal style issues (e.g., inability to accept constructive criticism, lack of sensitivity, and even suspected alcohol misuse), individual appearance issues (e.g., bad breath or body odor), and cultural and religious differences (e.g., euphemisms like Honey, Sweetie, and Doll). Paul Falcone: The book focuses on the most common and most challenging discussions that typically come up in the workplace, structured under the following headings: (1) substandard job performance, (2) inappropriate workplace conduct, (3) and attendance and tardiness. Question: Can you talk about the types of tough conversations featured in 101 Tough Conversations To Have With Employees? McGraw-Hill Education Australia & New Zealand He is the author of 2600 Phrases for Effective Performance Reviews, 101 Sample Write-Ups for Documenting Employee Performance Problems, and 96 Great Interview Questions to Ask Before You Hire. Paul Falcone is Vice President of Human Resources at Nickelodeon. This helpful book provides proven techniques managers can use to protect themselves and their organisations.and get the very best from their people. 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 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. 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. these are just a few of the uncomfortable topics bosses must sometimes discuss with their employees. Inappropriate attire, lateness, sexually offensive behaviour, not to mention productivity and communication issues. 101 Tough Conversations To Have With Employeesīad attitudes? Discipline and performance problems? Here's much-needed help for managers who need to 'have a talk' with their people.

101 tough conversations to have with employees