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Filosof

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How would you handle an underperforming employee?
Draw up a roadmap to improvement. Provide ongoing, constructive feedback. Pay attention to your own management behavior. Make sure employees have the tools they need to succeed.

Why are training plans for new employees important?
A new employee training plan helps business leaders bring new employees up to speed and make them feel welcome at the company.

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Question yourself.
Maybe you are the problem?

Avoid emotional confrontation.
Don't shout and get angry!!!

Be prepared.
Know what you need to talk about with the employee.

Be specific.

Deal with it as soon as possible. Don't waste time.

Understand external factors.
Could family life be eff

Give appropriate training.

Understand what motivates your employees.

Show where they fit in the company mission.

Ask them about management.

Create their performance goals together.

Reward improvement.

Act on continued underperformance.

Let them go.

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Underperformance:
Some employees may underperfom for many reasons:
Lack of motivation - no one showing any interest in them
Personal problems outside of work - childcare issues
Health reasons -
Lack of knowledge about the job

As a supervisor you need to find out why:

Informal chat to find out what is wrong
Offer support
Offer training
Give immediate positive feedback when you see that employee doing a task well - everyone likes praise!
Hold team meetings more often to listen to any concerns within the team

Help an employee if you can see they are under pressure

More formally you can identify areas for improvement by doing a SWOT analysis, individually of with your whole team

Staff appraisal too at the end of each year to give goals. praise and positive feedback

If nothing works, you can give a verbal warning

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How would you handle an underperforming employee?
If an employee was underperforming I would try and motivate them.

Why are training Plans for new employees important?
Training plans for new employees are important as it will prevent underpreforming, it will motivate them.

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How would you handle an underperforming employee?

Why are training plans for new employees important ?

Explain how a supervisor can help

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underperforming eomploee- either give them the sack, oir go through a new training plan with them to refresh, depending on how bad they perform.
training plan- they are important becausae you r traing the employees to gfit a role in your comapny and you want them to perfrom well and not bad
supervisor- a supervisor can help in spotting the weaknesses the employee may be facing, infrorming the manager of potential training drills for that role and help impriove them

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Individual Skills - Good listener, Polite, Welcoming.
Knowledge - what's on the Menu, how to operate the till,
Proiritising - proiritise what needs the longest to get ready,
Experience - on customer service,
Fair opportunity - by swaping the roles round so everyone gets the opportunity

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Individual Skills -

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- Make sure you know the menu so if a customer asks you any questions about the dish you are able to answer them and this shows that's  your professional.

- make sure you know where all facilities are so if a customer asks you, you can tell them where they are.

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4.4 Taking account of customer service skills and organisational objectives

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4.4 Taking account of customer service skills and organisational objectives

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Individual skills

Knowledge

Prioritising

Experience

Fair opportunity (how would you ensure that everyone is given a fair opportunity)

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individual - communication, listening, organisational skills
knowledge- know the foods, how a restaurant system works
prioritising- know where fire exits are, toilets, knmow food prices,
experience- are they well known to that role 'manager'
fair oppurtunity - each week maybe set tasks on the same thing for workers over weeks and see who performs best.

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1. Make them feel valued.

2. Clear frequent communication.

3. Encourage career progression.

4. Create a positive working environment.

5. Give them responsibility.

6. Define their career paths.

to involvwe them make it a prioty to have a relationshiop with peers.

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Staff incentives, positive reinforcement, give praise and show appreciation to staff when they perform very well. Listen to staff feedback and take onboard criticism's and ideas. Motivational and inspirational management to boost morale.

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Introduction to the team and supervisors

Presentation of the companies mission statements

A performance review

Promote benefits and opportunities for a new employee

Job description Schedule performance meeting

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Pay your people what they are worth

When you set your employees' salaries, be sure that their pay is consistent with what other companies in your industry and geographic area are paying. Remember: 26 percent of engaged employees say that they would leave their current job for just a 5 percent increase in pay. Don't lose great people because you're underpaying them.

Provide them with a pleasant place to work

Everyone wants to work in an office environment that is clean and stimulating, and that makes them feel good instead of bad. You don't have to spend a lot of money to make an office a more pleasant place to be.

Encourage happiness

Happy employees are enthusiastic and positive members of the team, and their attitude is infectious. Keep an eye on whether or not your people are happy with their work, their employer, and you. If they're not, you can count on this unhappiness to spread.

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Inspirational speech
talk about the companies goals
Make each staff member feel valued and important

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Jamie / What needs to be included on an employee induction? 4.1

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Jamie / What needs to be included on an employee induction? 4.1

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Uniform requirements, staff rules, company policies, contact information for supervisors, safety information such as fire procedures, what to do in the event of an injury etc.

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Training
Tour
Introduce to staff members
An Introduction to the Company's Mission, Goals and Values
A Rough Plan for Their First Week in the Role

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Eliot. What needs to be included in an employee induction.

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Eliot. What needs to be included in an employee induction.

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Health & safety/fire safety/first aide/company policies procedures.
Tour of the business.
Introduction to other staff.
Intro to the businesses goals.
Training.
Wage discussion.
Rough plan for their first week on the job.

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What needs to be included on an employee induction - joey

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What needs to be included on an employee induction - joey

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training, plan of the first week and what role you will fill, intoduction to the companys missions goals and values. terms and policies. clear speaking

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What needs to be included on an employee induction? 4.1

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What needs to be included on an employee induction? 4.1

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The Disadvantages and Costs of In-House Training include:

Extra administration – Although you save money by lessening the organisation needed by the training company, you do take on this burden yourself. Requirements of In-House training courses could include a training room, parking for the trainer, equipment such as projectors, laptops and tablets amongst other things. These need to be sorted out and in advance to ensure the training works.

Delegates stay onsite– As much as this is a benefit, it is also a disadvantage to In-House training. The pure fact the candidates could be pulled out of the classroom in order to help with other activities suggests they probably will be. This makes it hard to actually get a candidate through an entire session without interruption.

Dedication – It could be argued that by not moving the training course out the building, it might not be viewed as such a serious event by your employees than if you were to take them to an external location. It might just be seen as a break from their usual job and days may well be skipped by some if they know they are running again the next day. Again, the convenience factor means it is easier to duck in and out.

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The Advantages and Benefits of In-House Training include:

Training cost savings – Cost per delegate is typically lower than public scheduled courses due to the fact the training company only has to send a trainer to you rather than set up an environment themselves. Therefore reasonable savings can be made. We recommend to our clients if they have more than 4 people to run in-house training courses as this is the break-even point.

Travel cost savings – In addition to this, you don’t have to pay for the travel and possible accommodation costs to get your employees to the training centre. With fuel prices so high and training centres often being in the large cities where accommodation is at its most costly, this could save you a significant amount.

More focused training– Running an in-house training course for a single client can generally allow the training to be a lot more focused on the specific subjects and skills that are relevant to your business.  Public scheduled courses and e-learning will often be generic for businesses of any sector or size that attend them.

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Therefore, when we talk about 'in house training' we are referring to learning for employees led by the company itself. Frequently, an in-house training program features the development of training materials, courses, assessment and supervision.

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4.3 what are the consequences of failing to improve good customer service - joey

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4.3 what are the consequences of failing to improve good customer service - joey

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Loss of Profits:

Fewer customers will cause a loss in profit for any business. Loss of business may also force a company to attempt to save money. This might be by neglecting the importance of customer service and failing to increase customer service proficiency which will also lower profits - this means it can force the buineess to close because they are losing money on electricty foods and wages. with lack of wages it can cause employees to leave and bad revieews on taking a job there

bad reviews - gives you a bad name, insights peopel to check out the buisness to give bad reviews to, loss of customers means profit loss.

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A customer service charter is a key tool that can help to improve your customer experience and thus profits/revenue across your business. The set of written promises outline the standards that you intend to uphold whenever and wherever you deal with customers. It acts as a guide for both your staff and your customers, letting your staff know what you expect from them and your customers know what to expect from you.

A customer service charter allows you to put customer experience at the heart of your organisation, by doing two important things:

Keeping your staff motivated

Any business can make a vague commitment to uphold strong customer service standards, but with a customer service charter, you are clearly defining just what good customer service looks like to you and enthusing your staff to meet these standards. All staff, at all levels, from your warehouse operatives to your frontline sales team, will know what is needed from them.

Allowing you to grow your relationship with your client

By letting your customers know what sort of service they can expect to receive at every touchpoint, and by performing to these standards, it can improve customer engagement and they may be more likely to choose you consistently over your competitors and become loyal brand ambassadors.

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The employee cycle is a six stage model that has been proven to help you visualise and engage your employees.

Attraction.
No matter how great your product or service is, companies who don’t attract and retain great people will fail over time, every time. This is why attracting the right talent is crucial to any company’s growth strategy.

Recruitment.

The recruitment stage is just that; the active phase of finding great talent to join your organisation. This could be the result of an existing role becoming vacant or a new position being created.

Onboarding.

This is the very critical stage of getting new hires adjusted to the performance aspects of their new job within your company quickly and smoothly. It is the process through which new hires learn the attitudes, knowledge, skills, and behaviours required to function effectively within an organisation.

Development.

The fourth stage of the employee lifecycle is the employee development stage. By consistently encouraging professional development amongst your team, you are helping skill your team members up, and help provide them with a future career path.
"40% of employees who receive poor job training leave their positions within the first year." - go2HR 2015 Survey.

Retention.

The fifth stage of the employee lifecycle is the employee retention stage. This is where you focus your energies on keeping your top employees, and ensure that they are both happy and challenged in their role within the team.

Separation.

For most employees, there comes a point where the life cycle does come to an end. Employees may leave due to retirement, new employment, or for family or personal reasons. It’s important that your separation process is just as strategic as your onboarding process.

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understanding what the customers wants.

communication
time management
Knowing when to pick your fights
willingness to be flexible
body language
glowing persona
sunny disposition (when required)

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Body language, be approachable.

Listening and understanding what it is your customer requires and maintaining a level of professionalism throughout. For example maintaining composure during a complaint.

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good communication, manners, listneing to their reviews or problems.

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Being poilet

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Giving the customer what they want, being friendly, engaging and efficient.