Performance Management: Dealing With the Difficult Employee
  • CODE : BOVE-0004
  • Duration : 60 Minutes
  • Level : Intermediate
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Bob Verchota is the owner and senior consultant for RPVerchota & Associates, a consulting firm providing services to clients who seek to align their business and employees, creating successful outcomes and excellent work environments. After 30+ years in Human Resources senior leadership roles and teaching both undergraduate and graduate courses in Leadership and Organizational Development, Bob transitioned to using his experience and skills in consulting.

Mr. Verchota provides solutions to companies for a wide variety of HR issues including training and development, compensation, compliance, policy development, performance management, employee relations and managing change from mergers and acquisitions to project-specific disruptions of the status quo.

Bob has an undergraduate degree in Business Administration, a graduate degree in Healthcare Administration, and doctoral work (ABD) in Organizational Development. He is a lifetime Senior Professional in Human Resources.


This webinar has been approved for 1.00 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.


In spite of good hiring and inspired leadership, all supervisors ultimately must deal with someone with Toxic Attitude Syndrome. Whether it’s crummy attitude, attendance, or just unable to do good work; employee performance issues often consume large amounts of time, energy, and emotion. In fact, 57% of employees have witnessed abusive or intimidating behavior and probably 100% work with someone who isn’t pulling their weight.

This webinar is designed to give managers insight and tools for effectively dealing with performance issues. It is a challenging job but with the right preparation, we can hold employees accountable and improve our organizations. You will receive several handouts that will act as a toolkit to get you started with your own program.

Learning Objectives

  • How to start off on the right foot by creating clear expectations
  • How poor performance affects organizational performance and work environments
  • How progressive discipline policies can hurt you
  • Why probationary periods may be a bad idea
  • What is employment-at-will and when can you use it?
  • The key concepts in a just cause
  • Steps for conducting disciplinary investigations
  • How to hold employees accountable for sustained change
  • A simple system for determining how to coach employees
  • Dealing with difficult people
  • 11 barriers supervisors face in managing behavior
  • Methods for objectively documenting Toxic Attitude Syndrome
  • How to prepare for termination
  • How to prepare for and conduct a disciplinary meeting
  • Performance Improvement Plans - receive a sample form
  • Setting SMART goals for employee performance
  • How to use last chance warnings

Who Should Attend

  • Managers and supervisors who have responsibility for corrective action
  • Human resources professionals
  • People who aspire to leadership and supervisory positions

Why Should Attend

  • Copy of the presentation
  • A sample corrective action policy
  • Sample corrective action documentation form
  • A termination checklist
  • A sample Performance Improvement Plan (PIP) form
  • A sample Investigation Questionnaire Form
  • $149.00



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