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  • 01
    Jan
    Employee Development, Employee Training, Employee Turnover
    Written By evansmediagroup
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    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

  • 18
    May
    Human Resource Management, Human Resources
    Written By thefristoegroup
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    Daren Fristoe, joins us for the 3rd part of our series on Human Resources for Collision Repairers. In this episode we discuss employee termination and a how-to for documentation, in-person meetings and creating a termination Check-List. Repair University is a free monthly training and education series for collision repairers on repair procedures, OEM requirements and estimating. Collision Repair Training education how-2 DIY videos for professionals

  • 23
    May
    Human Resource Management
    Written By thefristoegroup
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    Understanding generational perspectives and expectations can help employers create effective blended teams. Managing employees from three key different generational groups can be a challenge for small business owners and supervisors. Baby Boomers Baby Boomers were born during the post-World War II boom, roughly between the years of 1946 to 1960. Characteristics of this group include higher rates of participation in advanced education and training, nearly perfect attendance, as well as an assumption of lifelong prosperity and entitlement. These workers have had the tendency to “work hard and play hard,” while remaining loyal to employers for long periods of time, with an eye toward retirement from that entity some day. Generation X Born between 1961 and 1981, this group represents a