All-Star Supervisors: 90 Minutes Gives Them the Key Traits They Need to Effectively Lead & Succeed...
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Transcript of All-Star Supervisors: 90 Minutes Gives Them the Key Traits They Need to Effectively Lead & Succeed...
All-Star Supervisors: 90 Minutes Gives Them the Key Traits They Need to
Effectively Lead & Succeed
Tuesday, Sept. 28, 2010Presented by the Employer Resource Institute
© 2010 Employer Resource Institute. All rights reserved. These materials may not be reproduced in part or in whole by any process
without written permission.
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© 2010 Employer Resource Institute. All Rights Reserved
Disclaimers
• This webinar is designed to provide accurate and authoritative information about the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional services.
• This webinar provides general information only and does not constitute legal advice. No attorney-client relationship has been created. If legal advice or other expert assistance is required, the services of a competent professional should be sought. We recommend that you consult with qualified local counsel familiar with your specific situation before taking any action.
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© 2010 Employer Resource Institute. All Rights Reserved
About Today’s Presentation
• This entire webinar is being recorded and all of the accompanying materials are protected by copyright.
• If at any time during today’s event you experience technical issues, please call (877) 297-2901 to reach an operator.
• Questions or comments about this webinar?Employer Resource Institute(800) [email protected]
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© 2010 Employer Resource Institute. All Rights Reserved
This program, ORG-PROGRAM-73742, has been approved for 1.5 recertification credit hours toward PHR® and SPHR® recertification through the Human Resource Certification Institute (HRCI).
Please be sure to note the program ID number on your recertification application form.
For more information about certification or recertification, please visit the HRCI home page at www.hrci.org.
Recertification Credit
The use of the above seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI’s criteria to be pre-approved for recertification.
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© 2010 Employer Resource Institute. All Rights Reserved
About Our SpeakerMatthew B. Hayes, Esq. is a senior associate in the Los Angeles office of Greenberg Traurig. With a practice focused on employment litigation and counseling, Mr. Hayes has litigated numerous class action and single plaintiff lawsuits concerning a variety of employment disputes, including claims for wage and hour violations, discrimination, harassment, wrongful termination, unfair competition and trade secret misappropriation. He also has significant experience assisting employers with preventative counseling, conducting internal investigations, and preparing employment agreements and workplace policies and procedures manuals.
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All-Star Supervisors
©2010, Greenberg Traurig, LLP. Attorneys at Law. All rights reserved.GREENBERG TRAURIG, LLP ▪ ATTORNEYS AT LAW ▪ WWW.GTLAW.COM
[ Sept 28, 2010 ]
Matthew B. Hayes, Esq. [email protected]
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10 KEY STRENGTHS ALL GREAT MANAGERS SHARE
1. Planning
□ Star managers develop results focused plans of action.
2. Organization
□ Great management requires the ability to multi-task.
3. Communication
□ Effective managers communicate clearly and listen.
4. Delegation
□ Managers must efficiently and effectively delegate tasks.
5. Confident Decision-Making
□ Successful managers accept responsibility and are decisive.
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10 KEY STRENGTHS ALL GREAT MANAGERS SHARE
6. Optimism
□ Effective managers have a contagious positive outlook.
7. Flexibility
□ Successful managers stay focused on the big picture.
8. Candid Self-Evaluator
□ Effective managers recognize their own flaws.
9. Team Player
□ Great managers pitch-in to help their staff.
10. Lead by Example
□ Respected Managers “Practice What They Preach.”
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TRANSITION FROM RANK & FILE TO MANAGEMENT
8 Tips For New Managers:
□ Familiarize yourself with company goals and the big picture
□ Get to know your staff
□ Spend time in the field
□ Solicit feedback from both superiors and subordinates
□ Communicate your expectations
□ Don’t make change for the sake of change alone
□ Be proactive and assume responsibility
□ Learn from your role models
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ESTABLISHING A FRIENDLY YET PROFESSIONAL WORKPLACE
Making The Workplace Fun
□ Freedom Is Happiness
Dress Code
Work Stations
□ Recognize Employee Milestones
□ Celebrate Victories
□ Implement Workplace Contests Focused On Teamwork And/Or Results
□ Avoid Micro-Management
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ESTABLISHING A FRIENDLY YET PROFESSIONAL WORKPLACE
Keeping The Workplace Professional
□ Be Friendly, But Not Overly Personal
□ Clearly Communicate Prohibited Conduct
□ Implement An Employee Complaint Procedure
□ Investigate Complaints of Harassment & Discrimination
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EFFECTIVE COMMUNICATION TECHNIQUES Why is Good Communication Important?
□ Avoids misunderstandings
□ Increases efficiencies and work quality
□ Improves employee morale
What is Good Communication?
□ Clear Transmission
□ Active Listening
□ Feedback
How Can a Manager Improve Workplace Communication?
□ Set forth detailed communication expectations to staff
□ Invite questions and feedback on your own communications
□ Follow up with workers on directions
□ Make communication skills a performance marker
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DOCUMENTING EMPLOYMENT ISSUES
Why is Proper Documentation Important?
□ Provides a defense to claims of retaliation and discrimination
□ Improves employee work quality
□ Keeps successive or multiple supervisors informed
Documenting Employee Discipline
□ Place in writing
□ Be broad and specific
□ Avoid promises of continued employment
□ Articulate an action plan and potential consequences
□ Follow up
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DOCUMENTING EMPLOYMENT ISSUES
Documenting Employee Performance
□ Avoid grade inflation
□ Specify strengths & weaknesses
□ Set goals
□ Solicit employee participation in plan to accomplish goals
□ Follow up on achievement of previous goals
Documenting Wage & Hour Issues
□ Hours worked/overtime
□ Meal breaks
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THREE THINGS ALL MANAGERS SHOULD AVOID
Failing To Share Credit For Successes Or Accept Blame For Losses
Losing Their Cool
Making Sexual, Discriminatory, or Disparaging Remarks
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7 STEPS FOR DEALING WITH WORKPLACE CONFLICTS
Be Proactive In Identifying Problems
Evaluate Proper Recourse Depending On Issue
Harassment/Discrimination
Protected complaints
Petty coworker squabbles
Let People Tell Their Story
Joint vs. individual meetings
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7 STEPS FOR DEALING WITH WORKPLACE CONFLICTS
Solicit Desired Resolution From All Sides
Craft A Resolution
Gear resolution toward furthering work goals
Take account of potentially applicable laws
Follow Up On Resolution
Document Actions Taken
© 2010 Employer Resource Institute. All Rights Reserved
Thank You
• Recordings of this webinar and past presentations can be ordered by calling (800) 695-7178
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Please be sure to complete and return your program evaluation. An evaluation will be e-mailed to the registered participant shortly after the conference.
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© 2010 Employer Resource Institute. All Rights Reserved
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