The
3 most costly mistakes with problem employees. Separation notice
help.
Whether you are firing your problem employee or laying off workers
because of downsizing, you must give each worker a formal separation
notice. It is a crucial part of the termination process. And while
every termination is different, all separation notices should follow
a similar format. This is not to say you do not have to tailor each
separation notice, you do. But you can use a basic template and change
it depending on your circumstances.
What a Separation Notice should contain
First, a separation notice should have basic employee information.
You should include the employee's name and social security number.
Then list the dates the employee started work and date last worked
and the reason that they were separated from employment. Be careful
when giving reasons for termination. Get rid of any discriminatory
language or unprofessional wording.
You must make sure your employee clearly understands the reasons
for the separation. Also you must have documented evidence to support
those reasons. If you have collected this information properly, the
employee will not be surprised by his or her current predicament.
Finally there should be an area for both you and the employee to
sign off on the separation notice. This gives you legal evidence
the employee knew why you were letting him or her go.
Needing
to separate an employee from your company? This is how I terminate.
How to Deliver Training and Development that Delivers the Desired Business Outcomes To be competitive and to remain a player in today’s 24/7 knowledge driven business world requires that your employees be thoroughly trained to deliver the best customer service both to your external and internal customers. The old 19th and 20th centuries’ paradigm of controlling the employee has transformed to one of freedom for today’s knowledge worker.
Yet, continued research suggests that the majority of training and development initiatives estimated at 80% to 90% whether they come from the human resource department to the executive management team fail to deliver a positive return on investment. Consequently, when training fails, the first department to experience budget cuts is human resource because of this failure.
Part of this reason that a positive return on investment is not achieved potentially begins with a failure to connect the learning with the desired results. For example using customer service, is the training about the correct procedures in processing the sale or is the training about creating a loyal customer during the sales process? A recent customer service survey indicated that the number one response customers do not want to hear is “That is not my department.” This response is probably a result of knowing the procedures, but those procedures do not necessarily create happy and more importantly loyal customers.
Another part of may reside in how the training is delivered. Most training goes against the best learning research that indicates repeated exposures to a learning event deliver significantly greater long-term memory when compared with one time exposure. From our earliest school days, we all know what 10x10 is, almost without thinking. However, to respond as quickly with the correct answer to 23x24 is far more challenging. Common sense tells us that if we can’t remember what we learn then we can’t apply what we have learned.
The instructional methodology may also contribute to the failure in corporate training. Even though many corporate trainers believe that they facilitate learning, their classroom behaviors resonate from their 12 plus years of conditioning from the traditional classroom instruction where the didactic format prevailed. This approach is the least effective way to learn and retain information. Some consider this learning experience to be “drinking from the fire hydrant” where more knowledge is lost to the gutter than is retained in the brain while others name it “spray and pray.”
If you truly desire to secure a positive return on your training dollars, then remember these three key points:
1. Identify the desired results and align your training to those results
2. Create multiple opportunities for memory retention and application
3. Evaluate your instructional methodologies to ensure that an engaged learning environment presents numerous opportunities for understanding and application
Learning is necessary and training is absolutely essential for companies to be competitive in today’s information economy. How you choose to deliver training is up to you. However, the real question is can you afford to deliver training that is not effective and does not deliver you loyal customers?
Word Count: 496
Copyright 2005(c) Leanne Hoagland-Smith, www.processspecialist.com
This article may be freely published. Permission to publish this article, electronically or in print, as long as the bylines are included, with a live link, and the article is not changed in any way (grammatical corrections accepted).
About the author:
Leanne Hoagland-Smith helps individuals and organizations to double results through innovative training and development. She builds lifelong change through proven processes seeking that next level of success. If increasing your revenue, improving your culture or finding balance interests you, visit www.processspecialist.comor ask to subscribe to complimentary copy of Power Choices a monthly newsletter at info@processspecialist.com
Circulated by Article Emporium
Needing
to separate an employee from your company? This is how I terminate.
Accident at Work Claim - The Essentials
An accident at work claim has probably crossed your mind, and rightfully so; every year, thousands of hard working individuals are left injured or disabled due to unsafe workplace conditions, who do exactly the same.An injury at work can strike out of nowhere, leaving you jobless and wondering how and why it happened. Any job, regardless of the industry or position you're in, has its own unique dangers, whether they're heavy machinery, or undue stress at the office; these hazardous conditions can leave you unable to re-enter the workforce, left to rely on small compensation payments that barely make ends meet. Understand Your Rights! Laws To Protect WorkersAs an employee, it is your right. . .
|