Management Training Seminars

By introducing our Management Training workshops to your staff we help ease the negative effect of change on both managerial and supervisory personnel. The change in job responsibilities, the change in personnel, job duties, and the rising challenge of developing subordinates are specific goals of our learning systems courses. We are highly successful at helping Managers and Supervisors learn and adapt to the necessary skills and proper behaviors to be successful at work as well as in their personal lives.

For more information on our management training classes please contact us.

As a part of our management training courses, Managers and Supervisors will learn how to:

• Minimize the chance of miscommunication by understanding what people are really saying, and why
• Deal with difficult people, manage tense situations, and resolve conflict
• Make use of proven active listening skills to improve your ability to gain helpful information
• Be able to facilitate, guide, and close discussions in one-on-one or group settings
• Improve understanding and communication by giving and receiving good feedback
• Use ideas submitted by a member of the team without causing other members to be defensive
• Develop a comprehensive team building strategy that improves productivity of the whole team
• Emphasize the value of working toward common goals without devaluing individual accomplishment
• Define and set up a method to track staff activities
• Be able to manage time and work assignments effectively
• Conduct team meetings that capture and hold the audience’s attention
• Interview and hire the right person for the right job
• Save time and work more effectively through the use of a clear time management plan
• Understand and comply with proper hiring and managing requirements
• Communicate effectively with both superiors, peers and subordinates
• Become effective coaches for their work team
• Conduct accurate and difficult performance appraisals

 

Management Training Tips:
The Five Reasons Why Your Employees Will Leave When the Economy Improves (And What to Do About It)

Today, the word on the street is that you should be happy to have a job; there are so many still unemployed. Though this may be a basically true statement, it conveys the wrong attitude about jobs to management. Though employees should be happy to have their jobs, managements must never take any employee for granted, in any economy. Managers must continue to approach today's employees with the same energy and personal regard as if there were a shortage of employees and finding the next one would be nearly impossible. When managers value, respect and care for their employees, employees return greater effort, performance and loyalty. A recessionary economy is no time to lose the focus on employee performance and loyalty.

The change management rumblings in the HR world are that as the economy starts to improve, many employees will jump ship. Many employees have put up with bad workplaces, out of touch change management and unreasonable work expectations because of today's economic challenges. Many managers have used the tough economy to raise the expectations, change the benefits and reduce the rapport. And soon, when things improve, these employees will revolt. And when they do, they will exit in significant waves, searching for organizations that cared for, trusted and valued their employees in down times. And with the power of instant communication and social networks, employees are already taking note of which organizations show up on the naughty and nice lists.

Here are the five change management reasons why when the economy improves, your employees will leave you:

1. You constantly told them they were lucky to have a job and made them feel desperate and not in control of their lives. You constantly reminded them of the number of out of work employees and how tough their situations are. Remind them they have no control and that they are lucky to be working and your employees will leave you.

2. You added more work to each role because some roles were eliminated. Instead of being fair about the workload with changes to compensation, time off or a promise to make things right in a better economy, you took advantage of the situation and forced the extra work on your staff (and reminded them they were lucky to have the job). Not only does this overwork your employees, but it interrupts the critical work/life balance needed to allow employees to feel successful both at work and at home. Make the workload unfair without any attempt to balance it and your employees will leave you.

3. You told your employees how things were going to be instead of presenting the tough situations and asking for their input to solve them. Employees were excluded from difficult news, or given difficult news with little time to react or respond. Successful organizations are based on open, honest and timely communication with employees; not only does this keep them informed and aware, it sets them up to participate in the challenges and opportunities of the organization. Keep them in the dark and refuse to allow for discussion and your employees will leave you.

4. You became more focused on results at the expense of the rapport and relationships you had with your people. Employees require constant contact; they require a real relationship with their managers. Managers who spend time away from their people disconnect from their people. Make your employees feel like a cog or a disposable part of the process and they will leave you.

5. You became so aware of the down times that you forgot to celebrate and make some "up times." All employees know how critical the workplace and economy had become; it is everywhere in the news. Organizations that did nothing but worry, fret and disconnect, missed an opportunity to show their employees the best opportunities in any economy happen when the outlook is optimistic. Optimism is a choice. Organizations that find ways to be upbeat about things worth celebrating create higher performing and engaging workplaces. They weather the challenges better, becoming more successful for their approach. Make your workplace dismal and a downer and your people will leave you.

It is your choice how to handle change management in an economic downturn. You can let the news take you down, and then take it out on your employees; or, you can see that your employees are also affected. You can share change management information, deal with their fears and frustrations openly and honestly. You can share information about change management cuts and solicit ideas to help respond in ways that have the least impact the employees and their performance. You can be sensitive to how much work a person can do in a day and build a plan to get the work done and care for the health and safety of the employees. You can choose to create a powerful, upbeat and optimistic approach to the workplace - change management doesn’t mean you can't have fun and love your jobs. You can stay more closely connected to your people, ensuring that they have what they need by building a stronger community in and out of work. You can constantly remind them that they are lucky to have a job and there are hundreds of others waiting to take their jobs if they slip up. Seems almost a return to the early industrial age. But be aware, a change management revolution is brewing.

Remember, your people are your profits - in good times or in bad. Organizations that respect, care for and value their employees, win their loyalty. Making it through the day - average. Making it through the day and getting them excited to come back and do it again tomorrow - priceless. It is your choice how to handle change management.

 

Jay Forte: http://www.humanetricsllc.com/

Subject: Change Management

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