Managing Toxic & Other Employees Who have Attitude Issues

Every supervisor eventually has to manage an employee with a toxic attitude, poor attendance or weak work. This 60-minute webinar shows how to deal with these problems quickly and within policy and legal limits.

Waiting and hoping things improve rarely works. A disconnected employee affects both results and co-workers, and handling it badly can lead to lawsuits and bad publicity.

You'll learn how to set clear expectations, why progressive discipline policies and probationary periods can backfire, how employment-at-will and just cause work, and how to run disciplinary investigations and meetings. The session also covers objective documentation, coaching, performance improvement plans with a sample form, SMART goals, last-chance warnings and preparing for termination.

• Set clear performance expectations from the start
• Explain employment-at-will, just cause and the risks of progressive discipline
• Conduct disciplinary investigations and meetings
• Document toxic behavior objectively
• Coach employees and hold them accountable for lasting change
• Use performance improvement plans, SMART goals and last-chance warnings
• Prepare properly for a termination

• Starting off right by creating clear expectations
• How poor performance affects results and the work environment
• How progressive discipline policies can hurt you
• Why probationary periods may be a bad idea
• Employment-at-will and when you can use it
• Key concepts of just cause
• Steps for conducting disciplinary investigations
• Holding employees accountable for sustained change
• A simple system for deciding how to coach employees
• Dealing with difficult people
• 11 barriers supervisors face in managing behavior
• Documenting toxic attitudes objectively
• Preparing for and conducting a disciplinary meeting
• Performance improvement plans, with a sample form
• Setting SMART goals for employee performance
• Using last-chance warnings
• Preparing for termination

Performance and attitude problems eat up a manager's time, energy and emotion. With 57% of employees having witnessed abusive or intimidating behavior, most teams will face this issue.

This session suits managers and supervisors responsible for corrective action, HR professionals and aspiring leaders who want a consistent, defensible approach.

• Managers and supervisors who have responsibility for corrective action
• Human resources professionals
• People who aspire to leadership and supervisory positions

Bob Verchota, SPHR, is the President and owner of RPVerchota & Associates, a human resources and management practices consulting firm. He has over 30 years of human resources and operational leadership experience. His most recent corporate assignments include serving as VP Support Services, VP of Ancillary Services and Human Resources, and VP Human Resources. Focus areas include organization change and employee development, talent acquisition, risk management, compensation and benefits, labor and employee relations, performance improvement, and other operational issues. 

Academic pursuits include an undergraduate degree in Business Administration, graduate degree in Healthcare Administration (MHA), and doctoral work in Organization Development EdD (abd). He has taught at the technical, baccalaureate, and masters levels in several colleges and universities.