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Managing Poor Performing Workers: Tools and Methods for Improvements

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This 2-day workshop shall guide you to assess the poor performers and provide solutions to improve their performances.

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Introduction

You have an employee who is not turning in work of an acceptable quality or regularly turns in late work. Regular and frequent communication is important with all employees, but it is especially important when dealing with a possible performance problem. Ongoing communication between the supervisor and the employee should ensure that there is a common understanding of how the supervisor views the work being produced. While there may be disagreement, there should be no surprises.

Who will benefit from the course?

This course is of value to managers, supervisors, executives and line leaders who handle the following:

• Poor performing workers

o Attitude problems

o Habitual poor performers

o Low skill workers

o Saboteurs

• Aggressive and angry and workers

• Hostile communicators

• Conflict with colleagues and other departments

• Aggressive and hostile behaviour from senior colleagues and management

• Defensive and angry reactions from team members when reviewing performance

• Continual negativity from colleagues and project team

Course Outline for Managing Poor Performing Worker

• Who are the poor performers?

o Performance check sheet

o Differentiating the types of poor performers

 Once a while

 Habitual

 Addicted

 Lack of skills and knowledge

Activity: Brainstorming session to detect the poor performers using

• Identifying the risk of poor performers

o Gathering the past performance records

o Analyze the strengths and weaknesses

o Zooming into attitude issues

o Prepare the risk assessment report

Activity: Develop report templates for easy references

• Assessing the poor performers skills using 9-Grid Model

o Work competency assessment o Work attitude assessment Activity: Case analysis to determine the competency gap

• Profile the poor performers using Language and Behavior (LAB) Profiling Technique

o Assess the subordinate’s profile

o Determine the nature of work

o Determine the gap

o Make adjustments in giving feedback and assigning tasks

Activity: Case study to apply the LAB technique

• Managing poor performers with skill gaps

o Training

 Technical

 Non-technical

o Supervision

 Use monitoring tools

• RASIC Chart

• 8-D methods

• Root cause analysis

Activity: Apply the RASIC chart to track the non-performers

o Coaching

 Develop coaching plan

• List the current job requirements

• Identify on the job coaching

• Set the milestones

• Set time frames

• Communicate results

Activity: Coaching Game

• Managing poor performers with attitude problems

o Informal approach

 Counseling

 Set benchmark

 Apply questioning techniques

Activity: Role play dealing with poor performers

o Formal approach

 Preparing for a formal meeting

 Conducting the formal meetings

Activity: Solve IR real poor performer case

• Applying Emotional Intelligence in dealing with poor performers

o How to accurately perceive emotions

o Use emotions to facilitate thinking

o Understand emotional meanings

o Manage emotions

Activity: Case Discussion

Methodology (Remote Online Training)

Lecture, role play, games, case analysis, and other practical exercises.

Who should attend?

Managers, supervisors, line leaders and any other employees with staff reporting to them,

Duration

Two-day

Investment

RM400 per day per person inclusive of e-materials, e-certificate and trainer’s professional fees. The fee is claimable from SBL Khas, terms apply.

Contact

Lela.M

+6012-530 7810

leladevi@yahoo.com

www.praxiskills.com

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Organizer PRAXIS SKILLS TRAINING & CONSULTANCY

Organizer of Managing Poor Performing Workers: Tools and Methods for Improvements

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