Help With My Staff Training
Help With My Staff Training
Do you want help with training your staff? Do you want to help your managers and team leaders in handling difficult members of staff?
These are the common problematic behaviours which occur when dealing with the difficult staff:
- Staff arriving late for work and meetings.
- Inappropriate language. Rudeness.
- Unprofessional conduct.
- Unfair treatment.
- Negativity and cynicism.
- Being Uncooperative.
The skills your staff need to develop, in order to help them deal with these problematic behaviours are:
- Definite code of conduct.
- Clear communication skills.
- Conflict management skills.
- Assertiveness skills
1. Definite code of conduct.
The leader needs to be clear about what behaviours are RIGHT and which are WRONG. We all need a set of clear standards that can be properly applied to every member of staff. Without a definite code of conduct then there is danger that anything goes.
The staff member with the strongest personality wins the day. Which may not lead to the best results because some people with strong personalities, have lousy standards.
The team leader needs to set out a "code of conduct" and gain agreement from the staff that these standards are "fair and good". They then are applied to every member of the staff in the same way, without fear or favour.
A clear code of conduct should form a large part of your staff development training.
2. Clear communication skills.
Now we have a code of conduct in mind, we have to be able to communicate that message to everyone in the staff group.
The message needs to be clear, persuasive and positive. Failure to properly communicate organisational standards is one of the main reasons why standards are broken.
Others say, "I did not realise I was supposed to!" or "I did not realise I was NOT allowed to!"
Clear communication skills should form a part of your staff development training.
3. Conflict management skills.
Even though you have communicated clear standards, some people will break them. Which then brings you into a conflict situation.
Conflict management skills, therefore, become an important part of your staff training.
You need to know how to manage conflicts, according to the principles of reason.
You need to know how to avoid conflicts degenerating into an emotional meltdown.
Your staff need to know how to keep the emotions out of their language and deal with conflicts in a calm, rational and professional manner.
They need to keep their feelings out of their language.
To do this is not easy and it takes training to learn how to do it effectively.
Conflict management should form a part of your staff development training.
4. Assertiveness skills.
There are staff who have strong personalities, but terrible work habits. Some people who have strong personalities are the same ones who have previous convictions for:
- Recurrent lateness.
- Inappropriate language.
- Unfair treatment.
- Negativity and cynicism
- Being Uncooperative.
So the staff leaders need to develop a sense of assertiveness.
Assertiveness is an emotion and a form of communication. The assertive emotion is one which won't accept being pushed around by a strong personality.
Assertive communication is made up of three things: Correct use of language. Correct body language. Correct voice tones.
Therefore staff coaching and mentor training needs to include elements of assertiveness training. Specifically:
- Emotional management.
- Assertive but not aggressive body language.
- Voice control
- Assertive but non-aggressive spoken language.
Training Managers to Handle Difficult Staff
All the above skills need to be an integral part of your staff development training. Our popular two-day Leadership and Management Course will give your staff the training necessary to handle difficult staff in your organisation.
Leadership Training - The Effective Leader Manager
As the team leader or manager, you know that, on the technical level, you are very good. In your role as an effective and inspirational leader-manager, you recognise that there may be some gaps. Now you are searching for a method to help you to improve your skills as a team-leader and manager - click here to find out more!
Definition: code of conduct
A code of conduct is a workplace policy that sets clear rules for right and wrong behaviour. It applies to every person in the team, without favour. Staff agree that the rules are fair, so they accept them. Leaders use the code to guide praise and to correct anyone who breaks the rules.
Show CG4D Definition
- States clear rules for right and wrong behaviour
- Applies equally to every staff member without favour
- Gains prior agreement from staff on fairness of rules
- Guides leaders when praising or correcting conduct
Article Summary
Train your leaders to set firm rules, speak with clarity, manage conflict with reason and act with quiet strength; these four skills turn lateness, rudeness and cynicism into respect, focus and teamwork.
Frequently Asked Questions
Here are some questions that frequently get asked about this topic during our training sessions.
What is a workplace code of conduct and why is it vital?
How can managers communicate rules to the team with clarity?
What steps prevent workplace conflict becoming an emotional meltdown?
How does assertive communication differ from aggressive speech?
What causes persistent staff lateness and how should leaders respond?
Why do some employees show negativity and cynicism at work?
Which core skills should every staff training plan include to handle difficult staff?
Thought of something that's not been answered? Ask Us Today!
Did You Know: Key Statistics
LinkedIn Workplace Learning Report 2024 shows that 87% of HR leaders plan to raise spending on manager soft-skills training, with conflict management listed as the number-one gap to close this year. CIPD Learning at Work Survey 2024 reports that organisations that give managers regular communication and behaviour training see 23% fewer formal employee relations cases within twelve months.About the Author: Chris Farmer
Chris Farmer is the founder of the Corporate Coach Group and has many years' experience in training leaders and managers, in both the public and private sectors, to achieve their organisational goals, especially during tough economic times. He is also well aware of the disciplines and problems associated with running a business.
Over the years, Chris has designed and delivered thousands of training programmes and has coached and motivated many management teams, groups and individuals. His training programmes are both structured and clear, designed to help delegates organise their thinking and, wherever necessary, to improve their techniques and skills.
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