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Part 2: It Is Never Too Late to Handle and Document an Employee Who Is Not Performing Up to Standard?

90 Minutes
6 months
Webinar Id:
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Recorded Version

$199. One Participant
$399. Group Attendees

Group Attendees: Any number of participants

Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)


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1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.

It has been demonstrated that many managers fail to take the proper actions to handle and document a non-performing employee who has not performed up to the standards that have been set for them.

At this juncture, many managers do not know what action to take or how to move on with the situation. As a result of the employee's bad performance, many managers are debating among themselves whether or not they should continue to have this individual on board as an employee or whether or not they should let them go. However, since this is a hard situation, the manager needs to figure out which procedures are necessary and absolutely necessary in order to aid an employee in enhancing their performance.

Why you should Attend: Upon completion of this webinar, you will have a more in-depth knowledge of how to handle and document the behavioral difficulties that are linked with an employee who is not meeting performance expectations. You will also learn how to have the appropriate conversation in situations where an employee is unwilling to accept responsibility for their subpar performance. In addition to this, you will get the opportunity to acquire strategies for dealing with an employee who is not performing up to their potential during this encounter. You will walk away with some takeaways in the form of tools and resources that will aid you in dealing with the behaviors of employees that consistently underperform.

Areas Covered in the Session:
  • Acquire the skills necessary to identify a Performance Improvement Plan (P.I.P) and draft one
  • Find out why the employee handbook will be the best and most useful resource when creating a PIP
  • Learn the knowledge necessary to plan and record follow-up gatherings
  • What are the requirements for supporting documents?
  • What specific training is necessary for a worker who is not meeting expectations?
  • When an employee consistently fails to meet expectations, what steps should be taken?
  • How do you get Human Resources and upper management to back the reporting manager concerning a non-performing employee's poor performance?
  • How can we tell if the underperforming employee is making progress?
  • Find out why dealing with and recording instances of nonperformance promptly is so important
  • When there is no HR department, what should be done?
  • In what ways may HR serve as a resource in developing an effective PIP?
  • Identify the features that set a well-written performance improvement plan apart from a poorly written one
  • Learn what to do when multiple bosses have written up the same poor performer
  • Discover the steps that must be taken to improve the performance of a struggling employee
  • Learn the rationale behind a manager's reluctance to give constructive criticism for poor performance
  • Understand how delaying an action plan on a non-performing employee's poor behavior amplifies the situation for everyone involved
Who Will Benefit:
  • Employee Management
  • Performance Management
  • Small Business Owners
  • Leaders
  • Managers
  • Team Leaders
  • Department Heads
  • Supervisors and anyone in Leadership Role

Carolyn D. Riggins Carolyn D. Riggins founded CDR Consulting Services, LLC, a consultancy firm focusing on helping businesses and organizations enhance their performance and leadership teams for success. With Ms. Riggins' 35 years of experience in the financial industry working with businesses and 24 years of experience in management roles, her consultancy service provides invaluable insights and expertise to clients looking to improve their business and leadership capabilities.

CDR Consulting Services offers a range of services, including training, coaching, team development, and critical gap detection. Ms. Riggins works with CEOs, business leaders, and managers to identify areas of improvement within their organizations and provides customized solutions to address these areas. Her training and coaching programs are designed to help individuals and teams develop the necessary skills and knowledge to succeed in their roles.

Ms. Riggins' team development services focus on creating a culture of collaboration and communication within organizations. Through her team-building programs, she helps teams develop a shared vision, enhance their problem-solving abilities, and increase their productivity. Her critical gap detection services enable clients to identify and address gaps in their business performance and leadership teams, ensuring that their organizations are well-positioned for growth and success.

With CDR Consulting Services, clients can benefit from Ms. Riggins' extensive knowledge, experience, and expertise in the financial industry and leadership development. Her consultancy service provides customized solutions that help organizations build strong, successful leadership teams, and achieve their goals.

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