• Chronic complainers who spend more time whining – about their co-workers, their work spaces, even the weather – than getting their jobs done
• Prickly personalities who can’t get along with their colleagues (no matter who you pair them with) and stir up arguments and gossip on a regular basis
• Less-than-candid workers whose little white lies are a source of constant frustration
• Employees whose early promise has bottomed out into middling performance that you can’t seem to improve

Often, these are good employees who’ve gotten derailed somewhere along the line, or employees who would be a joy if you could just iron out that one irritating thing they do. But the bottom line is that you and your frontline managers are spending far too much time and frustration on them. In fact, you’re probably sacrificing attention you could be spending on building up your very best workers, and you’re fed up. But where to go from here?

Order this important 90-minute audio conference recording for you and your supervisors that will teach you how to deal with these common yet maddening workplace issues. Our expert – an experienced employment law attorney – will explain how to coach these workers into more positive behaviors, and how to discipline them if they continue causing problems. Plus, you’ll discover how to minimize the negative impact of these employees on the rest of your workers – and learn how to recognize red flags in your applications so you can avoid hiring problem employees in the first place.

You and your supervisors will learn:

• How to quickly recognize unacceptable behavior among your workers – and nip problems in the bud before they cause headaches
• Why you must learn to distinguish between problem behaviors and personality quirks in your workers – and how to do this effectively
• How to communicate your expectations, both during the hiring process and on the job, so that your employees know what behaviors you expect from them
• Which techniques work best in coaching employees to improve their performances and leave bad behaviors behind
• What you can do to provide constructive feedback for difficult employees (without spending all of your time on them)
• When (and how) you should document problem behaviors and administer progressive discipline to fix the problems
• Why some workers feel they can get away with dishonesty on the job – and why you must consider a “no-tolerance” policy for lying at work
• How to know when it’s time to confront a dud employee, and how you can discipline or terminate that person without getting into legal hot water

Mary Goodrich Nix, Esq., is a partner in the Dallas offices of the nationwide law firm Gordon & Rees, LLP. She represents employers of all sizes in a wide array of employment matters, from discrimination claims to wage and hour and family and medical leave disputes. She has been named a "Super Lawyer" and a "Rising Star" by Texas Monthly, and she earned her law degree at the University of Houston.

Approved for Recertification Credit

This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

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