Effective People Management: A Presentation to OCSAA

1. Effective People Management:A Presentation to OCSAA “We take our lead from Christ, who is the source of everything we do.” - Ephesians 4:15 Doreen Harvey, Human Resources Consultant Adrian Miedema, Partner, Dentons Canada LLP February 10, 2014 February 10, 2014

2. Today’s Webinar • Effective hiring practices (Getting the right people on the bus) • Effective management (Keeping the right people on the bus) • Communications • Clarifying expectations • Managing problem employees • Performance issues • Persons with disabilities/chronic sick leaves • Terminations February 10, 2014

3. Effective Hiring • “People are not your most important asset, the RIGHT people are.” – J. Collins; Hire slowly, fire quickly • Hire people: • Who ‘get’ your culture & values • Who don’t have to be tightly managed (vs. guiding and teaching); hire self leaders • With passion for the role • Define the process & implement See:http://www.bing.com/videos/search?q=The+right+people+by+jim+collins&docid=4684152697260005&mid=F153366DFBEE74BDB18CF153366DFBEE74BDB18C&view=detail&FORM=VIRE3#view=detail&mid=F153366DFBEE74BDB18CF153366DFBEE74BDB18C February 10, 2014

4. Common Pitfalls in Effective People Management • Lack of a clear vision • Expectations not clear for employee • Hiring the wrong people • Little or no communication or feedback • Poor delegation • Managers not coaching and developing their staff • Problems ignored or not resolved early enough February 10, 2014

5. The Performance Management Cycle • Performance Planning • Clarifying expectations • Getting the ‘final exam’ • Performance Coaching • On-going feedback & • communications; • Working towards an ‘A’ • Performance Evaluation • Regular Reviews – informal and formal • Rewards & recognition • Employee Development • Creating a Development Plan • Rolling out the plan February 10, 2014

6. Good to Great • Fly-wheel concept: • Aligns people by clarifying the vision • Consecutive ‘pushes’ in the same direction • No single, defining event, no ‘killer concept’ or program but big and small ‘pushes’ • Adds up to sustained and spectacular results February 10, 2014

7. Communications February 10, 2014

8. What is Critical Feedback? Honest communications Telling people how their behaviour affects us/others. Delivering a difficult message Speaking the truth in love Searching for the truth and confronting it The application of Matthew 18 February 10, 2014

9. Critical Conversations - Premise • Be supportive and motivating • Demonstrate integrity, truth, kindness and respect • Foster learning: powerful • Be aware of developing a link with person, not cutting off communications • Seek the truth in the situation February 10, 2014

10. Critical Conversations • Identify the issue • Have a specific example(s) to illustrates the behaviour or situation that needs to change. • Describe your emotions about the issue.* • Clarify what’s at stake.* • Identify your contribution to this problem. • Indicate your wish to resolve the issue. • Invite the person to respond. * Fierce Conversations: Susan Scott, 2002 February 10, 2014

11. Discipline • What is discipline? • “Disciple” means “to teach”; therefore it is teaching in a way that modifies behaviour • Ensuring the person clearly understands what is expected • Determining if the person knew what was expected but chose to do otherwise February 10, 2014

12. How to Discipline Effectively • Investigate the situation • Meet in private • Be brief/specific & consistent • Address issues as soon as you can • Give a clear warning, if a warning is necessary • Create a “Performance Improvement Plan” if this makes sense February 10, 2014

13. How to Discipline (cont’d) • Progressive: • Verbal warning • Written warning • Suspension • Dismissal • Outline future corrective action • Fully document February 10, 2014

14. Performance Improvement Programs • Try to uncover the reason for the decline in performance • Create a plan! • Catch it early • Identify performance issue, its causes and a way forward • Identify how the organization may have contributed to the problem • Set out expectations February 10, 2014

15. Performance Improvement Programs (cont’d) • Create plan with timeline for deliverables/outcomes and dates for follow up meetings • Review your leadership style and discuss with employee as this may change in the course of the PIP • Give staff member the opportunity to turn things around • Document February 10, 2014

16. Managing Problem Employees • Performance Issues • “Harassment” allegations resulting from performance management February 10, 2014

17. Managing Problem Employees • Chronic absenteeism / sickness • Human Rights Code: disability discrimination / duty to accommodate February 10, 2014

18. Terminations • Employment Standards Act obligations • “Common law” notice • Exceptions: • Employment contract • Resignation • Just cause February 10, 2014

19. Terminations • Contractual restrictions on termination: check your contracts and policies • Special considerations for teachers • Human rights considerations February 10, 2014

20. What Works... • Hiring the right people • Effective communications & feedback • Clear expectations • A commitment to people development • A culture that supports and fosters staff engagement • Addressing issues early and with grace, honesty • Trust & respect • Servant leadership February 10, 2014