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Why You Need One-on-One Sensitivity Training and Performance Management Training
We have seen a dramatic uptick in requests for one-on-one sensitivity training AND coaching since the rise of #MeToo. This type of coaching can be effective and we have learned how to create engaging coaching opportunities. Yet we find that these sessions frequently do not provide the offending managers all they need.
If they have been accused of some form of harassment and discrimination, the danger of a retaliation claim looms. While they need coaching on the definitions of retaliation and how to avoid such claims, they also need to understand performance management since performance that is not managed skillfully is the place that is most likely to create retaliation claims.
“…performance that is not managed skillfully
most likely to create retaliation claims.”
The classic case: an employee files a harassment claim who is having performance problems. Perhaps such problems exist because of the harassment or there may be other factors. Regardless, even if the manager who allegedly engaged in or allowed the harassment is found during an investigation to not have engaged in the behavior, the performance problem still exists. If the manager does not understand how to carefully manage performance and document their efforts, retaliation claims predictably follow.
What Should You Do?
In addition to one-on-one sensitivity training for the manager, make sure that they have performance management coaching that covers:
- How to create relationships with employees that set up performance expectations and goals.
- How to properly document those expectations and goals.
- How to create honest dialogues with employees during one-on-one meetings that let them know what is working and what is not working.
- How to create easy and effective systems for follow-up documentation of those meetings.
- How to avoid accidental and harmful documentation.
- How to handle performance improvement plans.
- How to prepare for and handle terminations.
 Did You Know
In addition to one-on-one sensitivity coaching, we regularly provide individual coaching on
performance management. Call or write me to discuss your options at: 303-216-1020 or Lynne@workplacesthatwork.com
Learn more about our training offerings and check out our team members at:
Read Lynne’s book “We Need to Talk” – Tough Conversations With Your Employee and learn how to tackle any topic with sensitivity and smarts.
Be sure to read Lynne’s book on how to handle tough conversations with your employees.
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April 9, 2018
