Search Video Library (29 Assets Found)
Results for Topic: Assessing Performance
Managing Essentials™ Lacks Necessary Job Skills
You’ve discovered an employee is not performing up to expectations due to lack of job skill. The employee insists that their work around is better. What do you do? This video scenario provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.
Managing Essentials™ Perform Beyond Skill Level
You have an employee who may have been promoted beyond their capability, or perhaps the job outgrew this employee. What do you do? This video scenario provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.
After the Hire - Program Summary
No different than us, employees want to achieve the greatest possible results during their careers. If an employee can find the opportunity to grow either in responsibility or in place within our organization, they will likely stay put.
Challenging & Giving Opportunities
No different than us, employees want to achieve the greatest possible results during their careers. If an employee can find the opportunity to grow either in responsibility or in place within our organization, they will likely stay put.
Plan Regular Discussions
When an employee has responded well to your corrective discussion, it doesn’t end there. Take time to hold regular performance discussions with all employees all the time. Conversations like these will save you time, improve productivity and increase employee morale.
Reward & Recognition
Most of the time, employees find rewards and recognition more motivating than money. As a matter of fact, it has been found that an employee is more likely to leave an organization because he or she did not receive adequate recognition.
Setting Expectations & Measurement
To be satisfied with their jobs, employees want and need to have a clear idea of what is expected from them. Performance expectations can be an employee’s role in the organization, a specific result to be achieved or goals to accomplish.
What Could Have I Done Differently?
It's usually not just one thing... employees leave for all sorts of reason. But there are opportunities to retain the best employees... even in a competitive market.
After the Hire - Program Introduction
Retaining valued employees is one of the major challenges facing organizations today and in the future. With a tight labor market and our competitive environment, retaining our good employees is one of the most important efforts we can make as managers. Not only must we find and hire great employees, we have to work hard to keep them.
SMART-START™ Performance Appraisal: What It's Really All About
A thought-provoking video that uses music,text and graphics to inspire and stimulate discussion about the importance of performance appraisals.
I'm Not Signing That
When an employee refuses to sign a performance evaluation, you might be tempted to just say - okay, fine. I'll just make a note that you refused to sign, and you do what you need to do. But the truth is, when an employee won't sign it generally means there's a lot more going on that really needs to be out on the table so you can deal with it. And the best way to make that happen is to take the time to T.A.L.K.™ about it.
You Can't Believe Anything They Say
There are two keys to working with an employee who thinks the information your using in your discussion is biased; the first is to take extra time to really listen to the employee's perspective. And the second is to be specific about the information you're basing your evaluation on. The key is to use the T.A.L.K.™ model to help the employee identify areas that need improvement on their own.
Managing Essentials™ Employee Will Not Work Extra Hours
You have an employee who won’t stay after hours or come in early when it’s needed. The job position requires some flexibility of this kind. What do you do? This video scenario provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.
Managing Essentials™ Needs Motivation
You have an employee who seems disinterested, apathetic, or just isn’t putting forth the effort. What do you do? This type of behavior could impact the entire team. This video scenario provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.
Once and For All: Resolving Performance Challenges
A straightforward, yet entertaining approach to delivering the message that dealing with employee performance challenges is rarely easy or quick. But not taking effective actions can be damaging and more time-consuming—not to mention the lost product
A Last Chance Option/Termination
You’ve clearly communicated expectations, delivered at least a couple of verbal warnings, and even a written warning. If the employee has not yet improved, the next action to take is a last chance option. This could be many things; including another written warning or suspension or time off with pay.
Documenting the Discussion/Actions
When dealing with a performance challenge from this point forward creating written notes regarding your conversations becomes critical.
Evaluating Performance Challenges
When evaluating performance challenges, don’t assume anything! Do your homework and get the all the facts you can. Have personal knowledge of the performance issue. Don’t rely on allegations, rumors or information provided to you.
Making Time for Your Employees
Every organization wants to keep its good employees. And employees who are productive, satisfied and valued in their jobs will generally stay put! How do you know if your employee is achieving those personal objectives? Again, take time. Time for getting his or her feedback.
Performance Doesn’t Improve (Verbal Warning)
When an employee doesn’t do what he or she said she could or would do, move to the first formal step of progressive discipline, a verbal warning. The verbal warning is a discussion where you let the employee know what specific behavior is unacceptable and that it has to stop.