• 01
    Employee Development, Employee Training, Employee Turnover
    Written By evansmediagroup
    Comments /

    Help your employees—and your company—grow with one-on-one communication. By Daren Fristoe Generally speaking, if a manager’s options for dealing with an underperforming employee are down to termination or coaching, and the workplace issues are correctable, it’s usually better to try coaching. The reality is that we need to keep and develop the employees who are already here. They know our culture and our ways of doing business, and repairing their inconsistencies should result in higher productivity for the business and a better use of time for management. Coaching processes are an investment in the business that can pay dividends, but it does take time. You may be responsible for the roles of adviser, teacher, motivator, performance manager and recognition distributor—all

  • 12
    Employee Training
    Written By thefristoegroup
    Comments /

    The real work of bringing on a new worker should begin before the departing employee leaves your organization. You’ll want your new employee properly trained so the transition is smooth. By asking your departing employee to rethink the job description and map out how the newcomer will be trained, you’ll go a long way toward a positive experience. Also, reassurances of a good word to future employers will help ensure that the departing employee takes ownership in the training process. With the help of Daren Fristoe, president of Missouri-based HR firm The Fristoe Group Inc. (TFG), we have compiled a list of things you and your employees should do to ensure a good training experience. Have the employee: Job description. Review the job description. He needs to