- - Concept and Brief Description: Separating and Retaining Employees
This chapter covers how to handle situations at work when there are problems with employees and how to let them go. You need to make sure there are real reasons to let them go and make sure everything is gone about legally. The chapter also talked about job satisfaction and how to make sure everyone at work is happy and can work well with one another in order to save the company money.
- - Emotional Hook:
My emotional hook for this chapter was reading about the outplacement counseling. I have never heard of this and I thought it was a really good idea. With the way our economy is now and so many people are switching jobs it is important for companies to have ways to help employees with the transition.
- - Key points to elicit in discussion:
Alternative Dispute Resolutions, open-door policy, peer review, mediation and arbitration. I think these are good tools to use, it is better to try to work things out then suddenly just fire someone. It is also important to make sure that employees are satisfied with their jobs and figure out what needs to be done in order to make them happy before just letting them go.
- - Facilitative Questions:
If you know there is one person on the team creating all the problems how is the best way to go about confronting them about it?
Reflection
15 years ago
The term Facilitative Questions was coined by me. You are using faciliting questions. Facliitative Questions use brain function to help the decision maker recognize unconscious criteria and then go through the 3 decision stages so a new decision can take place.
ReplyDeleteI discuss this on my blog posts: www.sharondrewmorgen.com.
When using a Facilitative Question, the above can be posed like this to the 'troublemaker':
What would you need to know or believe differently to help you become a part of the team in a way that would support the team goals? What is currently making it difficult for you to work collaboratively - and what would you need from us to make it easier for you?
Hope this helps. sharon drew morgen (sdm@Austin.rr.com)