1. DEALING WITH UNDERPERFORMERS STEVE SHARKEY BEI SERVICES

2. IDENTIFICATION STANDARD BENCHMARKS ATTENDANCE TIME ACCOUNTABILITY PAPERWORK ACCURACY LISTENING TO THE PEOPLE WHO WORK WITH THIS INDIVIDUAL, SUPERVISORS, DISPATCHERS, OTHER TECHNICIANS. FEEDBACK FROM CUSTOMERS

3. IMPACT OF UNDERPERFOMERS LOSS OF DEPARTMENT MORALE DECREASED CUSTOMER SATISFACTION PROFIT LOSS FROM INEFFEICENCY AND LACK OF CUSTOMER RETENTION PROFIT LOSS DUE TO MISSED SALES OPPORTUNITIES (BLOWN DEMOS) RIPPLE EFFECT THROUGHOUT THE COMPANY

4. IMPACT OF MANAGEMENT IN-ACTION DEPARTMENT ANIMOSITY LOSS OF DEPARTMENT RESPECT DECREASED PROFITS LOSS OF PRINCIPAL CONFIDENCE LOSS OF MANAGEMENT POSITION

5. WHERE TO BEGIN DOES THE UNDERPERFORMER HAVE THE “WANT TO”?

6. SOMEONE WHO “CAN’T” DO THE JOB NEEDS CLOSE SUPERVISION FORMULATE ACTION PLAN MUTUAL COMMITMENT AGREED UPON RESULTS REGULAR MEETINGS TO MONITOR PROGRESS

7. SOMEONE WHO “WON’T” DO THE JOB ONLY SHORT TERM IMPROVEMENT REQUIRE CONSTSNT CARE AND FEEDING LONG-TERM PROGNOSIS NOT GOOD

8. DOCUMENTATION A TALE OF TWO TERMINATIONS

9. MORAL OF THE STORY THE ONE WITH THE BEST DOCUMENTATION USALLY WINS

10. LAWS THAT GOVERN EMPLOYER / EMPLOYEE RELATIONSHIPS CIVIL RIGHTS ACT OF 1964 AGE DISCRIMINATION ACT OF 1967 AMERICANS WITH DISABILITES ACT OF 1990 CHECK STATE AND LOCAL LAWS IN YOUR AREA

11. PENALTIES FOR VIOLATION CASH SETTLEMENTS REINSTATEMENT WITH BACK PAY FINES LEVIED BY THE GOVERNMENT JAIL TIME FOR CORPORATE OFFICERS

12. TERMINATION vs. FIRING IS THERE A DIFFERENCE?

13. ABSOLUTLEY

14. TERMINATION IS A PROCESS COACHING COUNSELING WRITTEN WARNINGS EMPLOYEE STILL HAS VALUE TO COMPANY

15. FIRING STEALING VIOLENCE IN WORKPLACE DRUG OR ALCOHOL ABUSE INSUBORDINATE JOB ABANDONMENT

16. GIVE THEM A ROAD MAP FORMAL WRITTEN JOB DESCRIPTION CODE OF CONDUCT TRAINING GOALS AND REQUIREMENTS SHOW THEM CAREER PATH INCORPORATE INTO REVEIW

17. TERMINATION TOOLS COACHING COUNSELING FORMAL WRITTEN WARNING FINAL WRITTEN WARNING EXIT INTERVIEW

18. COACHING NON-STOP PROCESS INFORMAL SHORT QUICK POINTERS

19. COUNSELING FORMAL SIT-DOWN CONVERSATION BEHIND CLOSED DOORS THIRD PERSON INCLUDED IN DISCUSSION BREIF MEMO DOCUMENTING CONVERSATION

20. WRITTEN WARNING PRIOR APPROVAL FROM H.R. ABSOLUTLEY BEHIND CLOSED DOORS THIRD PERSON INVOLVED REFRENCE COUNSELING NOTES DETAIL EXPECTED RESULTS / CHANGES

21. FINAL WRITTEN WARNING PRIOR APPROVAL FROM H.R. BEHIND CLOSED DOORS THIRD PARTY PRESENT REFER TO WRITTEN WARNING (S) TIME TABLE TO CORRECT SITUATION TERMINATION EMINATE FOR NON COMPLIANCE

22. TERMINATION / EXIT INTERVIEW SHOULD NOT COME AS A SURPRISE THIRD PERSON PRESENT DO NOT BELITTLE THIRD PERSON TO ESCORT THIS INDIVIDUAL OUT PACKET OF INSURANCE AND BENEFIT INFORMATION LAST PAYCHECK READY

23. INFORMATION TO THE STAFF RUMORS WILL ABOUND, EXPLAIN TO YOUR STAFF THAT THIS INDIVIDUAL HAS BEEN TERMINATED FOR PERFOMANCE ISSUES. DO NOT RUN THIS PERSON DOWN. MAINTAIN THE HIGHEST LEVEL OF PROFESSIONALISM.

24. NEW HIRE PROBATION PERIOD SPELLED OUT IN EMPLOYMENT AGREEMENT 90 TO 120 DAY TIMEFRAME CLOSELY MONITOR ACTIVITY FREQUENT FEEDBACK TO EMPLOYEE

25. RECRUITING ALWAYS BE ON THE LOOKOUT MAY NOT BE FOR YOUR DEPARTMENT BEST PEOPLE ARE ALL READY EMPLOYED COMPANY GUIDELINES FOR RECRUITING SOURCES

26. A HIRING MISTAKE CAN COST YOUR COMPANY TENS OF THOUSANDS OF DOLLARS IN JUST A FEW MONTHS

27. EMPLOYMENT CONSULTANTS PERSONALITY PROFILES INTERVEWING TECHNIQUES ADVICE ON ACTION PLANS ADVICE ON TEAM BUILDING

28. INTERVIEW PROCESS FILL OUT APPLICATION AT THEIR CONVIENCE FEEDBACK FROM PEOPLE IN YOUR OFFICE CALL REFERNCES AND PREVIOUS EMPLOYERS LEARN AS MUCH AS YOU CAN BEFORE SETTING INTERVIEW

29. SCHEDULED INTERVIEW ARE THEY ON TIME? APPERANCE LET THEM DO THE TALKING TRANSPORTATION RELEASE FORMS FIELD VISIT DRUG SCREENS, BACKGROUND CHECK, CREDIT HISTORY

30. YOUR COMPANY NEEDS TO HAVE CLEAR-CUT POLICIES AND PROCEDURES FOR ALL OF THESE ISSUES TO ENSURE THEY ARE PROTECTING THEMSELVES AS MUCH AS POSSIBLE FROM POTENTIAL LITIGATION

31. BEISERVICES.COM THIS PRESENTATION AND SUPPORTING DOCUMENTATION IS AVAILABLE TO VEIW OR DOWNLOAD AT….