You are previewing 101 Tough Conversations to Have with Employees: A Manager’s Guide to Addressing Performance, Conduct, and Discipline Challenges.
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101 Tough Conversations to Have with Employees: A Manager’s Guide to Addressing Performance, Conduct, and Discipline Challenges

Book Description

Inappropriate attire, lateness, sexually offensive behavior, not to mention productivity and communication issues ... these are just a few of the uncomfortable topics bosses must sometimes discuss with their employees.

Table of Contents

  1. Cover Page
  2. Title Page
  3. Copyright Page
  4. Dedication
  5. Contents
  6. Preface
  7. Acknowledgments
  8. Introduction: The Rules of Engagement
  9. Part I: Uncomfortable Workplace Situations
    1. 1. Common Managerial and Supervisory Discussions
      1. Scenario 1: Mediating Disputes Among Subordinates
      2. Scenario 2: Appropriate Responses to Requests to Speak “Off the Record”
      3. Scenario 3: Promoting a Neophyte into a First-Time Supervisory Role
      4. Scenario 4: New Supervisor Syndrome
      5. Scenario 5: Inheriting an Employee with Disciplinary Problems
      6. Scenario 6: Stopping Attitude Problems in Their Tracks
      7. Scenario 7: Advice Before a Holiday Party or an Offsite Event
    2. 2. Individual Appearance and Uncomfortable Workplace Dilemmas
      1. Scenario 8: Bad Hair Days
      2. Scenario 9: Inappropriate Dress
      3. Scenario 10: Body Piercing and Body Art
      4. Scenario 11: Tattoos
      5. Scenario 12: Halitosis (Bad Breath)
      6. Scenario 13: Body Odor from Lack of Cleanliness
      7. Scenario 14: Body Odor from Suspected Medical Reason
    3. 3. Cultural and Religious Differences
      1. Scenario 15: Inappropriate Display of Religious Icons
      2. Scenario 16: Supervisor Proselytizes to Subordinates
      3. Scenario 17: Offensive Food Preparation and Spicy Smells
      4. Scenario 18: Euphemisms like “Honey,” “Sweetie,” and “Doll”
      5. Scenario 19: Speaking Foreign Languages in the Workplace
      6. Scenario 20: Inappropriate Display of Sexually Explicit Material
      7. Scenario 21: Lack of Understanding of Multicultural Differences
  10. Part II: Poor Work Habits and Job Performance Concerns
    1. 4. Performance Transgressions
      1. Scenario 22: Lack of Quality, Detail, or Efficiency
      2. Scenario 23: Lack of Quantity or Speed
      3. Scenario 24: Substandard Customer Satisfaction
      4. Scenario 25: Lack of Sales Production
      5. Scenario 26: Failure to Learn New Material During Training
      6. Scenario 27: Acts Resulting in a Loss to the Employer
      7. Scenario 28: Failure to Follow Through, or “Dropping the Ball”
    2. 5. Policy and Procedure Violations
      1. Scenario 29: Failure to Adhere to Safety Rules
      2. Scenario 30: Excessive Personal Telephone Calls
      3. Scenario 31: Excessive Time Spent on the Internet
      4. Scenario 32: Unauthorized Use of Company Equipment and Facilities
      5. Scenario 33: Working Unauthorized Overtime
      6. Scenario 34: Off-Duty Conduct and Moonlighting
    3. 6. Excessive Absenteeism and Tardiness
      1. Scenario 35: Excessive Unscheduled Absence: “No Fault” System
      2. Scenario 36: Excessive Unscheduled Absence: “Excuse-Based” System
      3. Scenario 37: Patterning Excessive, Unscheduled Absence Around Weekends
      4. Scenario 38: Rolling Calendar Year Maneuvers
      5. Scenario 39: Excessive Tardiness
      6. Scenario 40: Exempt Employees Who Choose to Come and Go as They Please
    4. 7. Lack of Requisite Skills
      1. Scenario 41: Inferior Job Knowledge
      2. Scenario 42: Lack of Technical Skills
      3. Scenario 43: Inadequate Problem-Solving Skills
      4. Scenario 44: Substandard Written Expression
      5. Scenario 45: Poor Time Management
      6. Scenario 46: Lack of Organization and Neatness
  11. Part III: Inappropriate Workplace Behavior and Conduct
    1. 8. Sexually Offensive Behavior
      1. Scenario 47: Foul Language in the Workplace
      2. Scenario 48: E-Mail Misuse
      3. Scenario 49: Finding Pornography on an Employee’s Computer
      4. Scenario 50: Bullying
      5. Scenario 51: Discriminatory Comments or Racial Epithets
      6. Scenario 52: Leering
      7. Scenario 53: Sexual Harassment Findings (Reverse Harassment)
    2. 9. Substandard Communication Skills
      1. Scenario 54: Tattletales, Gossipmongers, and Snitches
      2. Scenario 55: Whiners and Complainers
      3. Scenario 56: Requests for Confidential Conversations from Other Supervisors’ Subordinates
      4. Scenario 57: Poor Listening Skills
      5. Scenario 58: Failure to Communicate Upward
      6. Scenario 59: Establishing Effective Staff Meetings
    3. 10. Personal Style Issues
      1. Scenario 60: Suspected Alcoholism or Substance Abuse
      2. Scenario 61: Inability to Accept Constructive Criticism
      3. Scenario 62: Lack of Sensitivity and Protocol (E-Mail Censuring)
      4. Scenario 63: Badgering and Challenging One’s Supervisor
      5. Scenario 64: Lack of Teamwork and Relationship-Building Skills
      6. Scenario 65: Laziness and Lack of Commitment
      7. Scenario 66: Blamers and Excuse Makers
      8. Scenario 67: Coworker Jealousy and Employees Who Can’t Let Go of Their Anger
      9. Scenario 68: Supremacists—Arrogance and Superior Attitudes
    4. 11. Leadership Style Challenges and Career Management Obstacles
      1. Scenario 69: Stalled Career Syndrome
      2. Scenario 70: Unwillingness to Confront Problems Head-On
      3. Scenario 71: Staff Motivation Conversations
      4. Scenario 72: Protecting Your Company from Legal Liability (Documentation)
      5. Scenario 73: Inability to Provide Constructive Criticism
      6. Scenario 74: Handling Group Complaints Wisely
      7. Scenario 75: Lack of Diversity Awareness
      8. Scenario 76: Lack of Leadership
  12. Part IV: Corporate Actions
    1. 12. Corporate (Intentional) Actions
      1. Scenario 77: Probationary Termination
      2. Scenario 78: Administering Disciplinary Warnings
      3. Scenario 79: Administering Decision-Making Leaves
      4. Scenario 80: Termination for Cause (in Conjunction with Progressive Discipline)
      5. Scenario 81: Convincing an Employee to Leave Voluntarily When There Are No Progressive Disciplinary Warnings on File
      6. Scenario 82: Negotiating a Separation Package When There Are No Progressive Disciplinary Warnings on File
    2. 13. Corporate (‘‘No Fault’’) Actions
      1. Scenario 83: Layoff: Position Elimination—LIFO
      2. Scenario 84: Layoff: Position Elimination—Lack of Qualifications
      3. Scenario 85: Layoff: Position Elimination—Union Bumping Privileges
      4. Scenario 86: Layoff: Position Elimination—Department Closure
      5. Scenario 87: Layoff: Position Elimination—Plant Closure (WARN Act)
      6. Scenario 88: Follow-Up Discussions with Survivors After Layoffs Occur
    3. 14. Summary Offenses (Immediate Discharge)
      1. Scenario 89: Employee Theft
      2. Scenario 90: Selling Proprietary Products on the Internet
      3. Scenario 91: Time Card Fraud
      4. Scenario 92: Threats of Violence in the Workplace
      5. Scenario 93: Sexual Harassment
      6. Scenario 94: Falsification of Company Records
      7. Scenario 95: Insubordination
    4. 15. Special Circumstances
      1. Scenario 96: Welcoming Back Employees Returning from a Stress Leave of Absence
      2. Scenario 97: Dealing with Employees in Crisis: Isolation
      3. Scenario 98: Dealing with Employees in Crisis: Suicidal Concerns
      4. Scenario 99: Dealing with Employees in Crisis: Homicidal Concerns
      5. Scenario 100: Terminating Employees Who Are on Investigatory Leave
      6. Scenario 101: Verbally Accepting an Employee’s Resignation
  13. Index