New Supervisor Training PowerPoint: First Time Supervisor and Experience Supervisors Education and Awareness 14 Skills

New Supervisor Training PowerPoint: First Time Supervisor and Experience Supervisors Education and Awareness 14 Skills

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  1 Dispensing Discipline See 14Topics: bitly.com/train-me After download remove this tag and enjoy! 1
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  8 Dispensing Discipline Treat disciplining asa way to educate employees, and elevate their behavior, not as a form of punishment 2
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  3 Effective Discipline Flowsfrom Clear Communication Skill 8 • Provide clear, written guidelines to employees on your standards and expectations • Employee handbook should state policy for responding to improper conduct or poor performance • Use a fair, consistent approach 3
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  4 Be Flexible Skill 8 • Allowfor flexibility • Don’t confine yourself to following the same course of action in every situation • You may favor progressive discipline but your policy should permit immediate termination in the most severe cases 4
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  5 If You’re NervousAbout Discipline… Skill 8 • Realize it’s the first line that can prove most harrowing • Once you get over that initial hump, you’ll feel more relaxed • An all-purpose opening line is, “I’d like to discuss a concern about your behavior/performance” 5
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  6 Beware of ThesePitfalls • • • • • • Skill 8 Prefacing Lecturing Blaming Personalizing Psychoanalyzing Confessing 6
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  7 Behavior Issue andImproving • Organize Your Thoughts in Threes: • The precise problem • Corrective steps • Consequences of failing to solve the problem Skill 8 “I’d like to discuss a concern about your performance” “To address this concern you must…” “If this problem continues, the steps are…” 7
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  8 Discipline Employees Promptly Skill 8 •Waiting only makes matters worse • The sooner you notify the individual of the violation and the need to improve, the sooner you will see results – or advance to the next round of discipline 8
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  9 Discipline in Private Skill 8 •Meet in a soundproof room at a time when others are less likely to interrupt or eavesdrop • Allow time for the employee to respond to your comments • A performance problem or apparent infraction may stem from a misunderstanding 9
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  10 Keeping Records Skill 8 • Documentevery disciplinary meeting or action and put your notes in the employee’s personnel file • Ask employees to review and sign warnings or probationary memos, and give them a copy 10
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  11 Track Improvement Skill 8 • Agreeon a follow-up schedule • Establishing checkpoints shows the employee that you expect results by a certain time – and that you will remain vigilant in monitoring progress 11
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  12 Warning Skill 8 • Never delaydocumentation – do it in real time • Show employees what you’ve written at the end of your meeting and ask them to review and sign your summary notes • Then place the documentation in the worker’s personnel file immediately 12
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  13 Skill Tip 8 • Always documentin threes: – the existing problem, – the corrective action that the employee must take, and – the consequences of non-compliance • Discipline the same way, every time • Review how you handled similar problems in the past 13
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  14 It’s True Skill 8 • Treatdiscipline as an educational and correctional tool, not as a means of punishing or reprimanding people • By emphasizing that your disciplinary policy is part of a support system to educate everyone, you couch discipline in positive, non-threatening terms 14
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  Skill 15 8 To view all14 topics for new supervisors (or seasoned supervisors who need a bit of help…) go to bitly.com/train-me (remove this frame after download) This program is available in professional narrated format in ppt, video, dvd, and standalone web course 15