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MODULE 1: WORKING WITH PEOPLE Gareth Edwards Assistant Group Training Manager Course Objectives: By the end of this course you will be able to: Understand the importance of counselling, and know how to identify potential problems Understand the disciplinary procedure Carry out formal disciplinary action within the scope of your authority Understand the appeals procedure How do you deal with the ‘Challenging’ members of your team.......? Managing Conduct and Performance At QHotels ALL managers must take responsibility for dealing with performance and conduct issues within their teams The ‘Managing Conduct and Performance’ Course deals with this in detail This session gives a summary overview The most important piece of advice is to ALWAYS ‘nip in the bud’ any potential problems! To begin with this may mean simply informal counselling.... What is Counselling? Counselling means talking to people about potential problems immediately and informally Problems can often be resolved before whilst they are minor Be aware of your team and their work performance Never avoid a potential problem – it will not go away Encourage open and honest communication with your team How should counselling work? Always carry out discussions discreetly and away from other members of the team Listen to any explanations put forward - there may be a genuine personal reason for a problem - try and help find a solution Make it quite clear what is not acceptable (conduct or performance) and that improvement is required and that there is a timescale - explain that next stage is likely to be formal action Keep a note on employee’s file for reference purposes Managing Conduct and Performance Is there a legal requirement to comply with set procedures when managing conduct or performance? In October 2004, the Employment Act made it a legal requirement for all organisations to follow minimum statutory procedures Managing Conduct and Performance Failure to comply with these statutory procedu