Workplace violence is a serious problem in organizations all over the world. In the United States alone over 2 million people are victims of violence at work every year. The deep physical and emotional impact and the loss in time, money and reputation can have a catastrophic impact on organizations. Make sure that your organization’s managers are trained to prevent and react to violence on the job. The 2017 course covers: The OSHA mandate on workplace violence. The behaviors that are considered workplace violence by the department of labor. Workplace bullying. Sexual assault and sexual harassment. Using physical and verbal intimidation. Vandalizing or destroying personal or work property. Sabotaging business operations. Threats of physical harm Physical assault Using a weapon for assault or intimidation. Violence at customer, vendor, or other locations The confidentiality of employees who report violence Having a zero-tolerance policy. Educating employees on violence How toxic behaviors create a breeding ground for violence Openly and honestly communicating with employees Ensuring that employees have a clean, healthy, and safe environment Fair management practices Conflict resolution Stress management Domestic violence Reports and investigations Facility security Warning signs and troubling changes in behavior Threat assessment and intervention Assisting at-risk employees Handling confrontations and assaults Active shooter incidents Disciplinary actions This course includes a full HD video and employee quiz.
Leadership is about working with your people, not against them, and effective communication is essential to leading your team. In this retail specific program, communication techniques are presented along with examples of situations in which they may apply. This course covers: Paraphrasing Communication is as much about listening and understanding as it is about talking. When you initiate any kind of communication you must assure yourself that the other person understands what you are saying. Paraphrasing is an excellent way to verify comprehension. Follow up Follow up is essential when you are counting on others to communicate a message on your behalf. Whenever you communicate a message make sure it is delivered to the right people and that everyone understands what you meant. Performance Feedback When offering positive feedback, you should First offer congratulations to the employee on the good work. Mentioned specifics of why the work was good and discussed the positive result of the work. Thank employees for the work and encourage them for the future When offering constructive criticism: Offer congratulations and point out what was good about their work. Don’t tell them they are wrong. Offer a suggestion. Discuss what you believe the result of the suggestion will be. Thank employees for the work and give encouragement Offer to help the employee start implementing the suggestions. Getting to know your employees. Every employee is unique and the better you know each employee the better motivator you will be. Some people are sensitive to criticism while others take it well and know how to immediately incorporate suggestions. Some people embarrass easily and would rather not receive a complement in public. Some people need constant public praise in order to thrive. Spend time talking to your people one on one, it’s the best way to know how to motivate and encourage your team. Facilitating Meetings Meetings are a great way to train and motivate your people. There are two particularly effective kinds of meetings…storewide meetings and small group meetings. Storewide Meetings One of the best ways to learn is through teaching, therefore, it’s effective to delegate part of your meeting to be presented by other members of your team. By involving employees in the subject matter of the meeting they will feel more connected to the material. Managers should be prepared to follow up with each presenter before the meeting. If you delegate a task and the person you delegate to is not prepared this will reflect poorly on both of you. Follow a simple format during your storewide meeting. Introduce the meeting. Welcome your employees Thank them for being there Briefly present what will be covered. Present the subject matter with individual presentations, role play, video training or other hands-on activity. Close the meeting. This just takes a couple of minutes. You’ll need to recap what was covered and again thank everyone for their commitment and their time. Small Group Meetings One great way to provide ongoing support is through the use of small group meetings. In contrast to a storewide meeting, a small group meeting focuses on one specific subject only and it is held with just a couple of people. Small group meetings are an excellent tool to use with two or three associates who are having difficulty with topics others on your staff don’t need additional training on. Small group meetings can be scheduled informally. They can be any length from 15-30 minutes. They can be held on any topic that you think will improve your business. Consider topics such as customer service, store presentation, or recruiting. If you ever need suggestions on what topics you should cover, ask your staff. They know better than anybody what techniques and skills that would like to improve. Use the same techniques in running a small group meeting as you would when running a storewide meeting. Encourage those attending to be involved in the presentation of the material Be prepared with exactly what information you will cover and how you will present it. Conflict Resolution Even the best leaders have problems with employees. When conflicts arise with the employees you manage handle the situation calmly and effectively. Make no accusations and do not make disparaging comments. Even if the employee becomes defensive, remain calm and professional. Offer a suggestion to correct the problem. Conflicts with or between employees can turn into serious issues if they are not handled calmly and effectively from the beginning. Always stay professional and never let emotions run high. This course features a video and employee quiz.
This classic video-based course based on the best-selling business book of the same name describes that in order for an organization to change, the leader has to change. Leaders must be willing to shed old management habits and allow employees to participate in the leadership process. In order to include employees in the company’s decision-making process, managers need to: Stop answering questions and start asking them Stop making decisions for people and let them make their own Stop speaking first and instead speak last It is only when employees are asked to stretch and grow that they fully function at their jobs and begin to play a vital and meaningful role in the strategic plan for the company’s future. Because people, like buffalo, observe authors Belasco and Stayer, will follow as long as someone insists on leading. Unfortunately, along with such an aimless “tag-along” position, people don’t bother to put forth their best work or show off their inherent creativity. Much of that spirited productivity and creative energy is trampled by the herd and never seen by either the company or the company’s customers. By letting employees lead, an organization will not only have the opportunity to realize its own highest goals, but it can help individuals reach and enjoy new levels of job satisfaction along with a real sense of pride and accomplishment. This course includes a video and employee quiz.
Embracing the talents of people from all cultures, races, ethnicities, faiths, beliefs and personal experiences is imperative for organizations that wish to succeed in today’s increasingly diverse world. Managers also have the crucial job of educating their employees about what diversity is, why it’s important and how to embrace it and participate in it. Providing this education is a constant day-to-day process that involves reinforcing the organization’s training programs and enforcing the policy itself through reminders, coaching and direct training. This 2017 course covers: What is diversity? Why is diversity important? How can managers embrace diversity? How managers and supervisors can influence a successful diversity and inclusion program Why it’s critical that managers take the time to discover their own biases. Why managers should include diversity and inclusion as part of all of their work decisions.
With the changing demographics of citizen populations, government organizations are finding it more and more critical to represent their organizations with a diverse workforce. It's the manager's job to ensure that diversity and inclusion programs are successful. Managers also have the crucial job of educating their employees about what diversity is, why it’s important and how to embrace it and participate in it. Providing this education is a constant day-to-day process that involves reinforcing the organization’s training programs and enforcing the policy itself through reminders, coaching and direct training. This 2017 course covers: What is diversity? Why is diversity important? How can managers embrace diversity? How managers and supervisors can influence a successful diversity and inclusion program Why it’s critical that managers take the time to discover their own biases. Why managers should include diversity and inclusion as part of all of their work decisions.
This video-based course focuses on making the performance appraisal an extraordinary experience for managers and employees. Appraisals serve as an opportunity to provide constructive feedback and coaching as well as a time to give recognition and inspiration. Additionally appraisals should be part of a year long process of performance improvement rather than just a once a year meeting Performance appraisals are only meaningful when they have direct, ongoing influence on an employee’s behavior and performance. Topics Covered in the Program: Preparation Documentation Performance Logs Conducting a job analysis Employee Self-Appraisals Best practices for appraisal forms Best practices for appraisal meetings Keeping appraisals objective and job related Goal setting Follow through This course includes a full HD video and employee quiz.