How to Supervise Bad Attitudes and Negative BehaviorsPOST-SEMINAR ACTIVITY

DISCLAIMER: Purchasers, readers, or users of this course agree to be bound by the following terms: Information contained in this course has been obtained by Pryor Learning Solutions from sources believed to be reliable. The subject is constantly evolving, and the information provided is not exhaustive. The advice and strategies contained should not be used as a substitute for consulting with a qualified professional where professional assistance is required or appropriate, or where there may be any risk to health or property. In no event will Pryor Learning Solutions or any of its respective affiliates, distributors, employees, agents, content contributors, or licensors be liable or responsible for damages including direct, indirect, special, consequential, incidental, punitive, exemplary losses, or damages and expenses including business interruption, loss of profits, lost business, or lost savings. For purposes of illustrating the concepts and techniques described in this course, the author has created fictitious names; mailing, e-mail, and internet addresses; phone numbers and fax numbers; and similar information. Any resemblance of this fictitious data that is similar to an actual person or organization is unintentional and purely coincidental.

©2019 Pryor Learning Solutions, Inc. Registered U.S. Patent & Trademark Office and Canadian Trade-Marks office. Except for the inclusion of brief quotations in a review, no part of this book may be reproduced or utilized in any form or by any means, electronic or mechanical, including photocopying, recording or by any information storage and retrieval system, without permission in writing from Pryor Learning Solutions, Inc.

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Thank You for Attending!

Thanks for joining Pryor Learning Solutions at “How to Supervise Bad Attitudes and Negative Behaviors” seminar!

Action PlanList five actions you plan to implement based on this seminar:

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Application Tips: Motivating Employees for Improved Performance

Motivation comes from creating a positive emotional response in employees. Here are tips from the seminar for motivating your employees.

1. Provide employees with sincere expressions of appreciation, recognition, and acknowledgment.

2. Model the behavior you want from employees.

3. Be aware of the “emotional response” you create in employees with your communication style. Know what motivates you to better understand how to motivate employees.

4. Nourish employees to create a “sense of belonging” and community in the workplace.

5. Look for and recognize examples of motivation with employees.

6. Stay positive in your expectations with employees to motivate them to expect more of themselves.

7. Never forget the power of “ongoing communication” in supporting and motivating employees.

Employees who feel valued are more cooperative, enthusiastic, and committed. Employees who feel appreciated invest more time, effort, and commitment in their workplace

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Lunch and Learn: Providing FeedbackHere’s an outline for a one-hour “Lunch and Learn” workshop, designed for a small group of other supervisors in your organization. The goal is to practice giving feedback to a poor performer.

Time Discussion Points

10 min Overview and Purpose

• Share purpose of “Lunch and Learn”

• Set Format – Feedback Practice Session

• Provide key concepts for delivering feedback:

• Stay calm and firm

• Focus on the facts and observed behaviors

• Ask questions, encourage issue-focused dialogue

• Be positive wherever you can be

• Focus on facts and solutions

• Use “I” messaging

• Clarify expectations

• Agree to keep discussion confidential

• Split group into pairs (“Feedback Role Playing Partners”)

10 min Preparation

• Each member of the pair writes down a scenario to practice with.

• Each member of the pair shares scenario with the other, including any requests for the role play (just enough to set the stage and request reactions – e.g., denial, anger, sullenness)

30 min Practice Session

• For 10 minutes, 1 member of each pair practices giving feedback to his/her partner. The partner reacts to the feedback, allowing the provider to try different approaches as needed (use timer).

• For 5 minutes, the feedback receiver gives feedback about the delivery to the provider. Whet did the feedback provider do well? What do you suggest for next time?

• Switch roles and repeat (10 minutes practice; 5 minutes feedback)

10 min Group Discussion

• Share any “Ah-Ha’s” across the group

• Discuss whether group would like to engage in future sessions to continue the practice.

• Close by repeating need for confidentiality.

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Follow-Up Training

Have Access to Pryor+?Here are some resources you may find helpful:

• Accountability – Training Series

• Performance Gaps – Training Series

• Cutting Edge Communication: Handling Tricky Appraisals

• Boost Employee Performance – Learning Path

• Career Advancement: Documenting Your Performance – Videos

• Performance Excellence – Series

• Performance Drivers – Series

• Providing Feedback – SkillsBuilder

• Motivating Employees – Series

• Constructive Feedback – Online Course

• Closing the Loop with Feedback

• Transformational Leadership – Series

To find these training resources in Pryor+, visit www.pryor.com and search for titles in the search bar. Login to register, or if you aren’t on Pryor+, visit pryor.com/unlimited-training/ to learn more.

Manager Guidelines

• Identify the behavior that needs to be addressed.

• Determine why the behavior is a problem.

• Plan effective ways to communicate message to employee.

• Discuss in private the needed changes in an employee’s behavior.

• Use “I” messages to discuss the behavior or performance issue with employee.

• Seek to build rapport when discussing the situation.

• Explain clearly the needed change in employee’s behavior or performance.

• Assume personal responsibility for legitimate workplace grievances that are shared and follow up with the employee.

When SomeoneChallenges YourAuthority

• State your position and expectations

• Clearly communicate your authority

• Outline the consequences

• Keep the communication positive and open

Application Tips: Giving Constructive CriticismHere is a reminder of tips on providing constructive criticism provided during the seminar.

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