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Conflict Management Training Course - Lesson 5 - How to Deal with Conflict, Problems, Difficult Employees & Firing - www.masterclassmanagement.com certification

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Conflict Management Training Course - Lesson 5 - How to Deal with Conflict, Problems, Difficult Employees & Firing - www.masterclassmanagement.com certification

This slideshow presentation goes beyond just making sure you hit the numbers as a manager. You sometimes need to be a counselor or mediator. In most cases, using good old common sense will get you through the issue at hand. You should be the first line of defense, as you might be able to handle the situation by just listening and showing some compassion.

This slideshow presentation goes beyond just making sure you hit the numbers as a manager. You sometimes need to be a counselor or mediator. In most cases, using good old common sense will get you through the issue at hand. You should be the first line of defense, as you might be able to handle the situation by just listening and showing some compassion.

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Conflict Management Training Course - Lesson 5 - How to Deal with Conflict, Problems, Difficult Employees & Firing - www.masterclassmanagement.com certification

  1. 1. Lesson 5 Presentation Overview
  2. 2. How to Deal with Conflict, Problems, Difficult Employees & Firing
  3. 3. Just when you think you have a well- oiled team machine: Conflicts, difficult employees, poor performance, poor attendance, and potentially dangerous situations can arise. You need to know how to deal with these types of problems.
  4. 4. How to Deal with Conflict
  5. 5. Examples of conflict A personal problem between two or more people, such as: • Values • Beliefs • Soured Friendships • Quid Pro Quo • Sexual Harassment • A perception of working harder than the other • One person blaming another for past mistakes • Jealousy due to favoritism • Not happy with the assigned work • Personality clash • Disagreements • Inappropriately dressed • Personal hygiene
  6. 6. Is the conflict shared by everyone? If yes, examine: • Who? • What? • When? • Where? • How? • Why? Do all you can to remedy the situation as it could be a process and procedure breakdown
  7. 7. Is the conflict due to one individual? If yes, examine: • Office policies • Company Handbook • Consult with HR State to the individual that part of your managerial responsibilities is to make sure the department works in harmony, and that you cannot afford any disruptions of any kind
  8. 8. Is the conflict due to a few individuals? If yes, • It might work itself out, but keep a close eye on the issue • If it is a major problem, bring the individuals into your office • Act more as a mediator than a judge These kind of problems are usually friendship related, a personality clash, disagreements or mixed expectations
  9. 9. How to Deal with Violence, Bullying and Anger
  10. 10. Try to look for signs before it occurs: • Emotional outbursts • Confrontations • Unusual social behavior • Challenges authority • Bullying • Intimidation
  11. 11. Maintain a positive, calming, anger-preventing attitude • Use your leadership skills • Try to reduce the explosive situation • Immediately bring the person into your office to discuss • If it is major, try to get the person outside • If needed, call HR and Security • In extreme cases of violence, call the police
  12. 12. How to Deal with Difficult Employees
  13. 13. Examples of difficult employees: • Rides the time off policies to the edge • Does the absolute minimum work expected • Testing and criticizing policies and procedures • Negatively gossips and backstabs • Has a bad attitude • Conducts themselves poorly • Work is below average
  14. 14. Basic steps to follow regarding: All employee issues…
  15. 15. 1. Counsel and verbal warning • Privately invite the person into your office • Be honest and upfront • Use “I” statements, not “you” • Agree on a resolution • Explain next steps if not resolved 2. First and/or second written warnings • Continue to confront until resolved • Be more direct • Inform HR 3. Suspension and/or Termination • You’ve done all you could in steps 1 & 2 • Work with HR on the next actions to take Be well prepared, non-judgmental and, DOCUMENT EVERYTHING!!!
  16. 16. How to Deal with Firing an Employee
  17. 17. One of the most difficult tasks you have to face as a manager, is firing employees. This is the part of the job that most people dread. If you have provided clear expectations, behaved ethically sound, and have implemented the associated steps, you have justification to fire the person. The employee who, breaks the rules, is not performing up to job expectations, has a poor attendance record, or causes difficulties in the workplace, needs to be let go, as long as you did all you could to rectify the situation…
  18. 18. Here are the steps to firing: 1. Let the person know you need to speak to them immediately. 2. Don’t be tentative, be straightforward. 3. You will be asked, “Why am I being fired?” State the reason. 4. Don’t discuss the reasoning for too long, 5. The employee might be acceptable, end it quickly. 6. Give advice, if the employee is not too upset. 7. You, and preferable a security guard, should be with them at all times, when getting their belongings from their desk. 8. HR will most likely meet with the individual to discuss possible severance, etc. 9. Your department will be anxious, explain that the individual is no longer with the company. Don’t go into details. Be seen as a “quietly strong leader.”
  19. 19. Keep your radar on at all times… These sites can help • www.eeoc.gov • www.nlrb.gov
  20. 20. Dealing with employee issues and having the confidence to confront & fire, is possible, with the exceptional management skills you will possess… End of presentation

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