Communication Courses that Will Impress Those People at Work

 

Increase your communication skills with these credit courses that will impress your boss, set an example for others, and make you more competitive at work with best practices in workplace communication!

DOT DVD for Supervisors to Train for Workplace Substance Abuse

The one thing that disturbs me most about substance abuse training for supervisors especially with most of the DOT DVD program I see, is that there is too much about drugs other than alcohol being discussed. We all know that alcohol abuse and alcoholism are really what you will typically discover when overseeing workers. But this substance  - beverage alcohol -- does not get a lot of attention. Or, at least it is very minimal. The YouTube https://www.youtube.com/watch?v=CO5sxMdeCNI 

This program will lead you to a good substance abuse awareness program that does a fantastic job on alcohol awareness. It may even get you squirming in your seat if it cause you to self-diagnose! To see the entire TWO PROGRAM - here http://bit.ly/dot-dvd

The Most Important Discussion You Can Have With a New Hire

Congratulations, you had 19,234 applications for the new account executive. What are you going to do next? The answer is not Disney World. To start this relationship off right, the first conversation you should have with the new employee is one that most managers do not. That discussion is, a very detailed and in depth discussion about “Why we picked you.” It sounds obvious, but this discussion would go a long way toward establishing a future relationship of clear expectations that match a vision you have for your employee contribution to the organization. It makes that vision more likely to come to fruition. Most employers assume the employee who is hired knows the answer to this question, but they don’t, not really. Your discussion should be more than, “You were the best pick. You stood out.” Or “We liked your experience and your energy.” Go deeper. Tell the employee your hopes and dreams for the position. Paint the vision and describe the mountain top you hope to have your employee ascend with you. This vision becomes an anchor your employee will not forget. Want more highly nuanced tips and advise for supervisors so they don't flub up and get your company sued out of existence for improper supervision practices? We're now in our 21st year of continuous print--the oldest, most widely read supervisor tips newsletter on the plane.. and for good reason. Subscribe to Frontline Supervisor Newsletter or get a free trial right here.

What's the Most Important Next Step After Disciplining an Employee?

What to Do When You Have Been Disciplined at Work
The first step you may never have considered. It is to help employees respond appropriately to the displinary matter and use the crisis as a way to advance their career. We all have our bad days and performance difficulties from time to time. But too many of either can lead to consequences that put your job in jeopardy. Nearly all employers have a process for addressing employee problems. To manage performance, disciplinary measures (or adverse actions) exist in nearly all organizations. When discipline affects you, it’s important to know what it means and how to respond constructively to it. Discipline is not punishment. The goal of discipline is to deter a repeat of the performance problem (quality of work, attendance, availability, conduct, or attitude problem). Some offenses, such as theft or violence, are grounds for immediate termination in many companies, with no discipline or second chances—and no available recourse. This tip sheet will help your employees know exactly what to do.

Improving Employee Communication: Yes, You May Need to Teach Them How. Don't Blame Employees, It's What We Bargained for With Our Modern Society.

Employees who fail on the job often do so because they cannot communicate well. Is there anything you can do. Many employees fail somewhere along the way...and I do mean being parented...to acquire good communication skills. You have choices: 1) Tolerate it. 2) Accept and adapt 3) Help them change and improve communication. And, one more.... 4) fire them. Which one sounds better to you? Especially if you have an otherwise skilled individual with good production value, you should accept your lot in life, and decide to teach them how to better communicate. So, you are right if you chose 3): "help your employee change and improve the communication." This is indeed, the most cost-benefiting business solution -- the proper business resource management model. You see, your employees are resources..no, not cogs in a wheel but valuable, necessary, precious tools for productivity. If you have a broken printing press, you'd fix it. You would not buy another printing press for big bucks. The same model applies with employees. The ability to communicate successfully is the most important of all the traits so invest in it--not a lot, but do invest. There is a ton of good stuff out there. Without education and training employees in effective workplace communication, sorry, but failure is more likely. A big part of successful communication is the ability to listen to others and understand their points of view, compromising as necessary to reach goals. So, here is a fantastic video, dvd, or my favorite--web course that will make a huge tent in your employees ability to communicate well. There are lots of options, but the basic powerpoint to help increase effective employee communication is only $297.00 http://workexcel.corecommerce.com/Communication-Tips-for-a-Happier-Workplace.html

You're No Psychiatrist, But...........

You won’t be able to intervene with every issue and stressful problem employees throw at you. And you're not a shrink, of course, but there are broad categories of stress worth knowing about. This can help you stay attuned to relationship and workplace dynamics with which interventions could reduce the impact of stress. Stress research with employees, of which there is a lot, usually focuses on 1) conflicts with supervisors, 2) complaints about the work culture and factors associated with it, and 3) dissatisfaction with making too minimal a contribution, not feeling like one belongs, is included, or fits in. This includes a feeling of not being valued for one’s contributions to the achievements of the work unit. Keep these categories in mind in conversations with employees. If you do, especially when dealing with normal workplace conflict, you will see opportunities to make lives better for your employees as a good supervisor. You will be able to take action, and this can reduce turnover if you jump on problems quickly and resolve them.

Preventing Workplace Violence (It's More Than Look Out for These Signs and Symptoms)

Conducting a violence in the workplace training program in your company is more than offering a presentation on the signs and symptoms of an employee who might go postal.

Workplace violence may have many antecedents, and signs and symptoms, although important, are really too little, too late to stand alone as a prevention strategy. While training employees how to lock a door or escape through the lunchroom alley door is worthwhile and could save a life, there is a lot more to preventing workplace violence than hiding in place.

To put on an effective and comprehensive workplace violence prevention program, consider the following topics, and if you would like to see videos for each of these topic as part of the larger more meaningful strategy, visit this free preview library at WorkExcel.com.

- Violence in the Workplace Prevention General Discussion
- Mastering the Respectful Workplace
- Avoiding Workplace Harassment
- Facing Bullying at Work--What to Do.
- Improving Day to Day Workplace Communication
- Employee Conflict Resolution: Simple Steps and Strategies
- Improving Your Assertiveness Skills
- Supervisor Assertiveness Training
- Effective Performance Evaluation of Employees that Improve Relationship with Supervisors
- How to Respond to a Disappointing Performance Review
- Valuing Diversity at Work
- Anger Management: Tips for Employees
- EAP Orientation: The EAP Can Help (for employees under stress and frustrated)
- Manager's Role in Promoting a Respectful Workplace
- Supervisor's Role in Helping to Prevent Workplace Violence
- Supervisor Training: Using the EAP in Supervision to Manage Difficult Employees

Can you see how these topics all contribute to reducing risk of workplace violence? To see any of them as videos, go to WorkExcel.com's all videos preview page.