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Effective People Management: A Presentation to OCSAA Doreen Harvey, Human Resources Consultant Adrian Miedema, Partner, Dentons Canada LLP February 10,

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Presentation on theme: "Effective People Management: A Presentation to OCSAA Doreen Harvey, Human Resources Consultant Adrian Miedema, Partner, Dentons Canada LLP February 10,"— Presentation transcript:

1 Effective People Management: A Presentation to OCSAA Doreen Harvey, Human Resources Consultant Adrian Miedema, Partner, Dentons Canada LLP February 10, 2014 © 20141February 10, 2014 “We take our lead from Christ, who is the source of everything we do.” - Ephesians 4:15

2 Today’s Webinar 1. Effective hiring practices (Getting the right people on the bus) 2. Effective management (Keeping the right people on the bus)  Communications  Clarifying expectations 3. Managing problem employees  Performance issues  Persons with disabilities/chronic sick leaves 4. Terminations © 20142February 10, 2014

3 © Effective Hiring  “People are not your most important asset, the RIGHT people are.” – J. Collins; Hire slowly, fire quickly  Hire people:  Who ‘get’ your culture & values  Who don’t have to be tightly managed (vs. guiding and teaching); hire self leaders  With passion for the role  Define the process & implement See:http://www.bing.com/videos/search?q=The+right+people+by+jim+collins&docid= &mid=F153366DFBEE74BDB18CF DFBEE74BDB18C&view=detail&FORM=VIRE3#view=detail&mid=F153366DFBEE74BDB18CF153366DFBEE74BDB18C February 10, 2014

4  Lack of a clear vision  Expectations not clear for employee  Hiring the wrong people  Little or no communication or feedback  Poor delegation  Managers not coaching and developing their staff  Problems ignored or not resolved early enough © Common Pitfalls in Effective People Management February 10, 2014

5 5 The Performance Management Cycle Performance Planning Clarifying expectations Getting the ‘final exam’ Performance Coaching On-going feedback & communications; Working towards an ‘A’ Employee Development Creating a Development Plan Rolling out the plan Performance Evaluation Regular Reviews – informal and formal Rewards & recognition © 2014February 10, 2014

6  Fly-wheel concept:  Aligns people by clarifying the vision  Consecutive ‘pushes’ in the same direction  No single, defining event, no ‘killer concept’ or program but big and small ‘pushes’  Adds up to sustained and spectacular results Good to Great © February 10, 2014

7 Communications 7 © 2014February 10, 2014

8 © What is Critical Feedback?  Honest communications  Telling people how their behaviour affects us/others.  Delivering a difficult message  Speaking the truth in love  Searching for the truth and confronting it  The application of Matthew 18 February 10, 2014

9 Critical Conversations - Premise  Be supportive and motivating  Demonstrate integrity, truth, kindness and respect  Foster learning: powerful  Be aware of developing a link with person, not cutting off communications  Seek the truth in the situation © February 10, 2014

10 Critical Conversations 1. Identify the issue 2. Have a specific example(s) to illustrates the behaviour or situation that needs to change. 3. Describe your emotions about the issue.* 4. Clarify what’s at stake.* 5. Identify your contribution to this problem. 6. Indicate your wish to resolve the issue. 7. Invite the person to respond. * Fierce Conversations: Susan Scott, 2002 © February 10, 2014

11 Discipline  What is discipline?  “Disciple” means “to teach”; therefore it is teaching in a way that modifies behaviour  Ensuring the person clearly understands what is expected  Determining if the person knew what was expected but chose to do otherwise © February 10, 2014

12 How to Discipline Effectively  Investigate the situation  Meet in private  Be brief/specific & consistent  Address issues as soon as you can  Give a clear warning, if a warning is necessary  Create a “Performance Improvement Plan” if this makes sense © February 10, 2014

13 How to Discipline (cont’d)  Progressive:  Verbal warning  Written warning  Suspension  Dismissal  Outline future corrective action  Fully document © February 10, 2014

14 © Performance Improvement Programs  Try to uncover the reason for the decline in performance  Create a plan!  Catch it early  Identify performance issue, its causes and a way forward  Identify how the organization may have contributed to the problem  Set out expectations February 10, 2014

15 © Performance Improvement Programs (cont’d)  Create plan with timeline for deliverables/outcomes and dates for follow up meetings  Review your leadership style and discuss with employee as this may change in the course of the PIP  Give staff member the opportunity to turn things around  Document February 10, 2014

16 Managing Problem Employees  Performance Issues  “Harassment” allegations resulting from performance management © 2014February 10,

17 Managing Problem Employees  Chronic absenteeism / sickness  Human Rights Code: disability discrimination / duty to accommodate © 2014February 10,

18 Terminations  Employment Standards Act obligations  “Common law” notice  Exceptions:  Employment contract  Resignation  Just cause © 2014February 10,

19 Terminations  Contractual restrictions on termination: check your contracts and policies  Special considerations for teachers  Human rights considerations © 2014February 10,

20 What Works...  Hiring the right people  Effective communications & feedback  Clear expectations  A commitment to people development  A culture that supports and fosters staff engagement  Addressing issues early and with grace, honesty  Trust & respect  Servant leadership © February 10, 2014


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