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Compliance Perspective

Not all performance management sessions involve tensions, tears and tissues.  In fact, good results can be achieved from employers who think of performance management as an entire system, beginning in interviews with potential employees and continuing through orientation, training, coaching, counseling, and recognizing peak performance. But, if you give unwarranted “walk-on-water” reviews or you fail to provide performance feedback in real time it can affect your ability to promote, transfer, discipline, and terminate employees. You can also end up with federal and state claims based upon discrimination, favoritism, and retaliation. Poor written documentation skills can impact your bottom line and culture resulting in a decrease in productivity and inability to retain top talent.


Description and Core Competencies

In this highly interactive and engaging session you will instantly learn the 25+ best practices for drafting liability-proof performance documentation. Learn the J.U.S.T Model of Performance Documentation™ which effectively focuses on performance while clearly communicating accurate feedback to employees. Learn what common HR words must never be used or referenced in your performance documentation. Acquire the secret “NOT” trick that frustrates plaintiff’s attorneys and ensures they take a pass on suing your organization. Identify valuable solutions to underperformance that you might ordinarily miss because of false assumptions. Learn how to properly manage employees expectations about consequences including discipline and termination. And, evaluate when you have over or under documented and how it raises red flags for litigation.

 

 

 

 

 

 
       
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