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Management Excellence

The Management Excellence workshop covered material focused on management fundamentals, improving employee performance and harassment avoidance. A few of the topics that I found particularly useful included: counseling employees, legal & policy concerns, manager’s liabilities, checklist for correcting poor performance and the importance of documentation.  Below are some useful takeaways from the training:

Performance Documentation Basics
  1.  Facts
    • What happened?
    • When did it happen?
    • Where did it happen?
    • Who was involved?
  2.  Objectives
    • What are the performance expectations?
    • When were they communicated?
  3. Solutions
    • What forms of assistance/coaching were offered?
  4. Actions
    • What are the consequences for no improvement?

Checklist for Correcting Poor Performance
  1. Rules and Standards
    • Have they been communicated verbally and in writing to employees to their understanding?
  2. Enforcement
    • Has the company consistently enforced violations of this rule or standard?
  3. Investigation
    • Has the employee been afforded the opportunity to tell his version of the incident and explain his/her conduct or action?
  4. Warnings
    • Has the employee been warned previously for the violations of the rule or standard?
  5. Documentation
    • Has the investigation been documented in a factual and objective manner?
  6. Reasonableness of Corrective Action
    • Was the degree of discipline imposed on the employee related to:
      • Seriousness of the proven offense
      • Past record
      • The circumstances surrounding the particular case
    • Is the company’s corrective action in this case consistent with its past practice for violations of the same rule or standard?
    • Is the corrective action timely?
    • Has the employee been told how he/she can prevent a similar offense in the future?


Liko said…
Hi Clinton, I am interested to learn if the workshop also included the importance of holding 1-on-1 staff meetings?

I have found 1-on-1's to be key for communicating and agreeing upon expectations and project timelines. This also allows the staff to share successes, challenges and obstacles with the manager.

Additionally, when employees realize that 1-on-1's are also held at higher management levels, the importance of 1-on-1's as a communication vehicle is heightened rather than viewing it as a "micro-management" device.

I like this video that discusses the importance of keeping 1-on-1 meetings with staff.


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