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How to Avoid Hiring Victims, Liars, Bullies, and Saboteurs

By attending this webinar you will learn How to Avoid Hiring Victims, Liars, Bullies, and Saboteurs - Skipping hiring them is important because they will damage your workplace culture, create complaints and can even cause lawsuits on both their own behalf and from other employees.

Webinar Id: 702360   |   Refund Policy
Instructor:
Teri Morning
Thursday,
April 4, 2019
Time:
10:00 AM PDT | 01:00 PM EDT
Duration:
60 Minutes
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$145.

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$295.

online training for Any number of participants

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$195.

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Overview:

There are no groups of individuals who cause more trouble in a workplace than the bullies, the liars, the passive-aggressive people and the saboteurs. Those four types of people will run ethical, hardworking and talented people right out the door of an organization regardless of compensation, benefits, perks and work life balance.

Because employees cannot experience a good workplace life and employers cannot have a good workplace culture with these people.Saboteurs in particular can cause you to lose employees, as well as customers, funding and opportunities.

As we travel out and about our universes, we have all had occasion to wonder, "Why on earth did anyone hire that person?" Alternatively, "Why are they keeping that person?" Usually that person's manager is wondering exactly the same thing, or even, "That's not the same person who came to the interview" or "That's not the same person who temped for us for 6 months."

They ask themselves over and over, "How could I have known?" Nevertheless, this indeed is the same person and if the employer had known for what to look and the right questions to ask, they would have easily known to skip getting to know that person any further.

Why should you Attend: Once you know what to look for it is downright easy to skip hiring bullies,liars, the passive-aggressive people and the saboteurs.

Skipping hiring them is important because they will damage your workplace culture, create complaints and can even cause lawsuits on both their own behalf and from other employees. When they find a workplace that allows them to operate unheeded, they almost never leave.

They also create risks on the operational side of the business as well.You cannot change them and besides,they do not think there is any reason for them to change.Managing them is an almost full time job that requires copious and accurate documentation while watching your own back every day.Not something, most managers have the time or inclination to do.

Areas Covered in the Session:
  • The one thing that guarantees you will regret a hiring decision regardless of the applicant's talent
  • How you can tell if someone is a "fake good person" or the real deal
  • Identifying attributes of positive psychology and how they should factor into your decision-making
  • How to determine confidence vs arrogance
  • Bullies do not carry signs, or maybe they do. How to spot a bully before you hire them
  • Avoiding the poisonous passive-aggressive person. Easy to spot if you know for what to look
  • Those who lack empathy for others -how to tell
  • Liars are silly easy to spot -if you do four things
  • The most important thing for you to do to avoid hiring these seriously troublesome employees

Who Will Benefit:
  • HR Generalists
  • HR Managers
  • HR Directors
  • Managers
  • Plant Managers
  • Branch Managers
  • Store Managers
  • Management
  • Business Owners
  • Plant Managers
  • Department Managers
  • Employee Relations Personnel
Instructor:

Teri Morning, MBA, MS, SHRM-SCP specializes in solving company "people problems."

Teri is the founder and President of Hindsight Human Resources. www.hindsightcloud.com

Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).

Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.

Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.

In addition to a MBA, Teri has a Master's degree in Human Resource Development with a specialization in Conflict Management.

Certified by the State of Indiana in mediation skills, Teri is certified in Project Management and IT Management, qualified as a Myers-Briggs practitioner and holds the SHRM certification of a Senior Certified Professional.


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