Employee Development Disciplining and Delegating.

Slides:



Advertisements
Similar presentations
MANAGING EMPLOYEE DISCIPLINE
Advertisements

Roles and Monitoring Best Buddies Canada 2005 National Leadership Conference Be the change you want to see in the world. Gandhi.
Note: Lists provided by the Conference Board of Canada
1 Discipline, Capability and Grievance resolution: for those with responsibility for others Jessie Monck, PPD, Human Resources Division.
1 FRONTLINE SUPERVISOR TRAINING NORTHEAST ARKANSAS SHRM DISCIPLINE, TERMINATION AND DOCUMENTATION Jonesboro, Arkansas August 9, 2011 Rick Roderick Cross,
1 The Revised PEP Process Presented by… Rick Losemann Director, Employee Relations Division Office of Personnel Services and Benefits.
1. Set expectations and measure performance ◦ What employees are expected to do for their organization in return for pay and benefits ◦ Allows employees.
Performance Management Guide for Supervisors. Objectives  Understand necessity of reviews;  To define a rating standard across the Foundation for an.
Resolving Conflicts TIPS #12. Resolving Conflicts Requires the Use of Numerous Skills Listening Empathy Feedback Persuasion.
Caring for Older Adults Holistically, 4th Edition Chapter Eleven The Management Role of the Licensed Practical/Vocational Nurse.
Difficult Conversations in the Workplace Rea Freeland Ron Placone.
7.1 Improved Performance Abilities, know- ledge, skills Select: match workers to tasks Supervisor’s Action Necessary Condition Instructions Direct: tell.
School Deans appoint a pool of evaluators who are trained by the Centre for University Teaching The staff member whose teaching is being evaluated is informed.
The Use of Counseling and Discipline to Improve Employee Productivity.
1 Assuring the Quality of your COSF Data. 2 What factors work to improve the quality of your data? What factors work to lessen the quality of your data?
DISCIPLINE MEETING MANAGEMENT by John Ostrowski  State your position and current situation clearly and non-threateningly.  Ask for the employee’s reaction.
Managing Conflict in Organizations
United States Fire Administration Chief Officer Training Curriculum Human Resource Development Module 6: Managing the Workforce.
SIMposium 2014 Leading Through Adversity Kit Welchlin Leading Through Adversity Kit Welchlin
Conservation District Supervisor Accreditation
Chapter 11 Management Skills
01-1-S230-EP Unit S230-EP S230-EP Unit 1 Objectives Describe the values and principles of operational leadership. Identify the qualities.
1 Tunxis Community College presents CTx Spring Conference March 26, 2015 Succeeding as a Supervisor  2015 Life Skills Associates LLC.
Copyright 2010, The World Bank Group. All Rights Reserved. Management Skills Section B 1.
8.1 Objectives Understand the importance of the Supervisor- Employee Relationship Develop an understanding of your supervisory weaknesses Learn how to.
1 Leadership for the Frontline Jason Turner Midwest Training Resources March 8, 2004 APPA E&O Conference Adam’s Mark Hotel, San Antonio, Texas.
ASSESSMENT OF HRD NEEDS Jayendra Rimal. Goals of HRD Improve organizational effectiveness by: o Solving current problems (e.g. increase in customer complaints)
Fire and Emergency Services Company Officer — Lesson 3 Fire and Emergency Services Company Officer, 4 th Edition Chapter 3 — Supervision.
Management Development
Team Roles. Logvinovich Kristina BTK91. Meredith Belbin. Meredith Belbin is a British researcher and management theorist, best known for his work on management.
Classroom Management.
Session 2.4: Coaching, Feedback, and Delegation Skills Module 2: Managing Human Resources Leadership and Management Course for ZHRC Coordinators and HTI.
 Process of giving formal feedback to employees about job performance  Feedback documented with company form  Usually happens once a year.
Marnie Wright Director, Human Resources.  Understanding “the” job  Types of Interview Questions  Understand how to prepare  Building a Development.
School Deans appoint a pool of evaluators who are trained by the Centre for University Teaching The staff member whose teaching is being evaluated is informed.
12-1 Copyright © 2005 Prentice-Hall Chapter 13 Developing People Management: A Skills Approach, 2/e by Phillip L. Hunsaker Copyright © 2005 Prentice-Hall.
CHAPTER 11 Management of performance. Session objectives Discuss the relationship between performance management and other HRM processes Describe the.
Delegating Training for Supervisors. ©SHRM Introduction “Delegating work works, provided the one delegating works, too.” Robert Half, American Businessman.
City of Kamloops COACHING GUIDE PWABC Conference – September 2015 Jennifer Howatt, BBA, CHRP Human Resources Advisor.
Scouting, Statistics and Game Management. Module Outline Bench and Game Management Scouting Statistics.
©2013 Cengage Learning. All Rights Reserved. Business Management, 13e Management, Supervision, and Decision Making Increasing Management Effectiveness.
Empowering through Delegation What is delegation? Why is delegation important? Free time Improve decision making Develop subordinates Enhance commitment.
1 Problem based Learning – The AAU Way A Work Shop given by: Mona Dahms Department of development and planning Fibigerstraede 11, DK Aalborg East.
EFFECTIVE LEADERSHIP ENT WHAT IS LEADERSHIP? It is the ability to: Use motivational strategies to inspire individuals or groups to work toward achieving.
EFFECTIVE COMMUNICATION EFFECTIVE COMMUNICATION [UWB 10202] Meeting Mdm Siti Aisyah binti Akiah.
4 Communicating and Working in Teams “Coming together is a beginning. Keeping together is progress. Working together is success.” ― Henry Ford, American.
New Supervisors’ Guide To Effective Supervision
11/06/04Supervision and Assessment1 Friday the 11 th of June: Supervision and Assessment 09.00:Cases on supervision (LK + LPJ) 11.00:Supervision - strategies.
Mastering Workflow Jennifer Pecor Advocate Experience Coach Time Management.
MGT 450 – Spring, 2016 Class 4 – Chapter 3 Effective Leadership Behavior.
Unit II PERFORMANCE FEEDBACK.
HANDLING DISCIPLINARY AND GRIEVANCE CASES – INCLUDING INVESTIGATIONS BY GAIL ESCOLME EMPLOYMENT LAW SOLICITOR.
1 Chapter 22 Delegating What Delegation Means Essentials of Delegation Benefits of Delegation Why People Resist Delegation How to Delegate Successfully.
Supervision CHAPTER 4 ORGANIZING AN EFFECTIVE DEPARTMENT Saigon Institute of Technology.
4 Communicating and Working in Teams “Coming together is a beginning. Keeping together is progress. Working together is success.” ― Henry Ford, American.
LECTURE 4 WORKING WITH OTHERS. Definition Working with others : is the ability to effectively interact, cooperate, collaborate and manage conflicts with.
1. On a blank sheet of paper… Write down one reason why you may be disciplined (written up) at work.
1-1 Human Resource Management Gaining a Competitive Advantage Chapter 9 Employee Development McGraw-Hill/Irwin Copyright © 2008 by The McGraw-Hill Companies,
Human Factors Ontario Search and Rescue Volunteer Association Team Leader Training.
GEAPS Manage Your Time, Your Work and Yourself
Prepared by Miss Samah Ishtieh
Diagnosing Issues Deal with a Customer's Misrepresentations
Chapter 7.
The Management Role of the Licensed Practical/Vocational Nurse
Assigning evaluators Deans (Education) appoint a pool of evaluators who are trained by the Centre for Innovation in Learning and Teaching Dean (Education)
Employee Engagement Training
Chapter 21 Making Assignments, Counseling, and Analyzing Performance
Basics of a Joint Health and Safety Committee
Chapter 13 Delegating What Delegation Means Essentials of Delegation
DELEGATING.
Presentation transcript:

Employee Development Disciplining and Delegating

Learning Objectives To decide when and how to discipline To deal with conflict between employees. To learn how to delegate tasks

Disciplining

During Stan’s first month as a supervisor he did not have to discipline any employees.Yet one customer-service rep became increasingly surly and unresponsive. Eventually he refused to follow orders and simply laughed at Stan’s requests. How would you discipline this employee? –Speak to the employee to explain what he/she had done wrong? –Give a written warning? –Suspend the employee? –Anything else?

Disciplining Effectively Plan your actions. Assess –Repercussions – imagine in 6 months… –Rational –Lessons –Use precedent chain Do not threaten with consequences that you do not intend to follow up

Behaviours Disciplined in Organizations Six Generic Categories Normally Disciplined –Absenteeism –Disrespect of lack of cooperation with managers or fellow employees –Substance abuse –Use of unsafe practices –Theft –Other personal problems that disrupt the working of the group

Acting as a Referee Investigate and understand each position Resolve by –Have each use an “I” statement to explain the problem –Have each trade sides and state the problem from the other’s point of view –Establish the overriding priority or goal –Have each propose productive steps to reach the goal –Penalize and reprimand –Set a timetable for action

When to Write-up an Employee Did you hold a face-to-face meeting? Do you know the full story? Is this a repeat offence –Do not make inflammatory or personal comments –Do explain what the employee did wrong and the consequences if it continues

Presenting Discipline The choice method - give the employee options and let them decide –Increases the chances of follow through –Lessens your burden –Gives you more information about the employee Require at least 1 immediate improvement –Allows for an immediate check of employee behaviour change –Confirms the importance of changing –Allows the opportunity for positive feedback

During Stan’s first month as a supervisor he did not have to discipline any employees. Yet one customer- service rep became increasingly surly and unresponsive. Eventually he refused to follow orders and simply laughed at Stan’s requests. How would you discipline this employee?

Empowering employees through delegation

Why Delegate More Skilled and Competent Subordinates Make a Manager’s Job Easier. Motivate Them to Accomplish More Better Quality Work. Prepares them for promotion

Developing Others through Delegation 1.Clarify the Assignment. 2.Specify the Subordinate’s Range of Discretion. 3.Allow the Subordinate to Participate. 4.Inform Others That Delegation Has Occurred. 5.Establish Feedback Controls. 6.When Problems Surface, Insist on Recommendations from the Subordinate.

Role Play Exercise In your groups Use class notes and the observation rating sheet as a guide to effective and ineffective behaviour Decide what the problems are Decide how you would handle the situation or how you would correct the situation 30 minutes