Category Archives: communications

NEW How To Make Managing Easy Webinar Series

This program has been postponed

Answers to

Complex Workplace Issues Managers Struggle With new 2

 Five, 60-Minute Webinars

Begins Wednesday, April 20 @ 2PM ET

Ask any manager what’s the hardest part of their job and you’ll hear the same thing: “Managing People!”

Not the technical aspects of their job, not the budgeting, or even the dealing with customers. It’s the people aspect of it. Managing people is just plain hard.

And it is. You can read a lot of articles and books discussing the theory of management, but when you’re face to face with an employee, theory, fads and the latest gimmicks go flying out the window, so you better really know what to do.

For over 25 years I’ve advised managers and supervisors on what to do and say when faced with an employee. I’ve always provided practical, understandable and uncomplicated techniques designed to deal with the situation, making the job as a manager easier and ultimately making managers better at their jobs. And it works. I know because managers repeatedly tell me I’ve helped. And I even wrote a book about it, which you can get.

I know that when you understand what you have to do, how to do it and what to say (and not say) to your employees, you can ultimately improve overall performance, solve problems, and make your job as a manager easier. And that’s what this webinar series is all about.

  • Manage your people well, and they become happier and more productive.
  • Manage your people poorly, and performance tanks and your life is miserable.

In these 5, information packed webinars, I’ll show you how making a few essential changes and improvements to how you manage will vastly increase your effectiveness as a manager.

The 5 webinars in the “How To Make Managing Easy” series include:

  1. How to Quickly Cut Your Workers’ Compensation Costs April 20 @ 2PM

Includes role of supervisor in controlling cost; 7 steps to reduce W/C costs; spotting & preventing fraud; creating a post-injury response program; managing claims; benefits of light duty; developing a relationship with a medical provider and insurer; getting employees to return to work; and more

 

2.How to Deal with Substance Abuse & Use May 4 @ 2PM

Includes awareness of issue; performance versus diagnosis; medical marijuana; drug testing; reasonable suspicion rules; DOT requirements; drug free policies; role of supervisor; and more

 

3. How to Control Ten Difficult Conversations May 18 @ 2PM

Includes scripts/talking points; 11 steps to stress free conversations; handling emotional employees; topics: absenteeism/tardiness; poor performance; inappropriate dress; insubordination; raise in pay denial; and more

 

4. How to Discipline, Terminate & Win at Unemployment June 2 @2PM

Includes scripts/talking points; differences between discipline, counseling, coaching; lay off vs. firing vs. quitting; airtight documentation; what disqualifies an employee from collecting; how to lose an unemployment claim; what happens at a hearing; and more

5. How To Create a Respectful Work Culture June 15 @ 2PM

Includes the warning signs for discrimination, harassment & bullying; what managers & supervisors must do to foster a respectful culture; how to model respectful behaviors;  scripts/talking points when talking to an alleged victim; requirements under the law; investigating a claim; addressing “he said/she said;” and more

 Here’s what you’ll learn from these 5 webinars:

  • How to quickly spot, understand and manage employee issues
  • How to confront problem employees & resolve tough issues, including attitude, performance and behavior
  • How to provide honest feedback
  • What the words you should use (“the script”) when talking to an employee
  • How to avoid stepping on a legal landmine
  • What systems and polices must you have in place & what should they include
  • What can you expect at an unemployment hearing & how you should respond
  • How to spot and address workers’ compensation fraud
  • How to handle an employee who threatens to sue
  • What to do if you suspect an employee has been drinking
  • And much, much more

Each 60-minute webinar is filled with real life examples and scripts to follow. Prior to each session and right after, you will be able to call or email me with your specific questions and feedback.

Total Cost? $125 for each individual webinar or $500 for all five, a $125 savings (20% off).

Clients of Dacri & Associates enjoy an additional 10% off. Not a bad investment for something that will dramatically make a difference in how you manage.

And yes, you can sign up for 1 or 2 or all 5 webinars if you want.

I hope you’ll join us.

Each webinar will be limited to the first 25 who sign up. They will be approximately 60 minutes in length.

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To register, call me at 207-229-5954 or email me at rick@dacri.com.

Rick Dacri Photo

Rick Dacri

 Rick

President

Dacri & Associates, LLC

207-229-5954 (Cell)

rick@dacri.com

www.dacri.com

 

P.S. Can’t make it to the live sessions? No problem, go ahead and sign up anyway. I will be recording (audio and visual) each session and each registrant will receive a link to the recording within 24 hours after the session is over.

P.P.S. Be one of the first three to sign up and I’ll send you a copy of my book Uncomplicating Management.How To Make Managing Easy

Uncomplicating Management

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Filed under communications, Compliance, Employee Relations, Management, Uncategorized

New Maine Law Restricts Social Media Access

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(Post by Rick Dacri, September 3, 2015)

Beginning October 14, 2015, new legislation in Maine will restricts an employer’s ability to demand information regarding their employee’s or a job applicant’s social media account. The Act applies to both public and private employers, including the state, county and municipalities.

The Act prohibits employers from requiring, coercing or requesting an employee or job applicant to provide their employer with the password or other means of accessing his/her social media accounts.  This applies to any online account or service through which users share, view or create user-generated blogs, videos, instant and text messages, e-mails, and photographs.  The law also prohibits employers from requiring, coercing or requesting an employee or job applicant access to a personal social media account in the presence of the employer. Under the Act, employers are prohibited from discharging, disciplining or otherwise penalizing or threatening to discharge, discipline or otherwise penalize an employee for refusing the employer’s request made in violation of these restrictions.

Dacri Recommendation: 1)Train all your managers, supervisors and recruiters on the new
law. 2)Policies and procedures should be updated.

This update is merely a summary of the key points of the Act. Call me for a more detailed review.

This topic will also be covered in Dacri’s upcoming webinar series, Accelerated Supervisory Development Program for Municipal Managers.

Other Posts you may like:

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Filed under communications, Compliance, Employee Relations

11 Tips to Dampen the Flames in a Crisis

5(This article by Rick Dacri was published in the Maine Town City County Management Association July 2015 Newsletter)

If it can go wrong, it will. While some municipal managers may prefer to take the tact that a crisis will never occur on their watch, the more seasoned professionals understand that unfortunately, Murphy’s Law trumps. It is never IF a crisis occurs, but more likely, WHEN will the crisis happen. Readiness must include anticipation, preparation, mitigation and communication. Not having a crisis intervention plan is like driving 80MPH in the dark without headlights and not knowing there’s a hairpin curve up ahead. The likelihood of a safe arrival is quickly diminishing.

So what should you do to prepare? Here are 11 tips:

  1. Accept the fact that a crisis will occur sometime: Playing ostrich is not crisis planning. Prepare for what could go wrong.
  2. Anticipate what could happen: Plant closings, major fire, drug bust, or economic calamity. All require a response. While you can never anticipate everything (think Zumba), know how you would respond in a crisis and develop contingencies.
  3. Decide who will speak: Whether it’s the town manager or the mayor, or the police or fire chief, know who will be the face and voice of the community. Remember, the first rule of crisis management is knowing who is in charge. Have a spokesperson ready.
  4. Know your audience: Understand that you have many stakeholders who want to know what is going on and they want answers fast. Your stakeholders include residents, employees, elected officials, media, regulators and more. Ignore them at your peril.
  5. Understand your strategy and message: Know what has to be said and say it. Don’t wing it. Gather the facts. Get your message out quickly and be honest and transparent. At the same time, there will be times when circumstances will prevent you from telling all.
  6. Prepare for the media; Understand they have a job to do and they are not your enemy—or your friend. Be straight with them. Have a clearly identified spokesperson ready. Get your message out before they formulate another one. Put out a clearly written statement. Obviously, if you have created a positive relationship with the media before the crisis, your job now will be a bit easier.
  7. Utilize social media: People get their information, good and bad, through social media. Residents, the press and employees quickly turn to twitter, Facebook and your website for instant information. Educate your stakeholders in advance that this is how you get immediate and reliable communication.
  8. Talk to your employees: be clear about your message. Remember, residents and the press will likely seek out employees to get the “inside scoop.” Make sure employees know what to say.
  9. Don’t ignore emotion: You’re not a robot. Depending on the issue, empathy, sympathy, remorse and even anger is appropriate. If the town made a mistake, apologize. If the community was harmed, a smile will not be the best expression to show.
  10. Have a presence: Show that you’re in charge; that you’re on top of the situation. Be truthful and in control. If you don’t have an answer to a question, let them know you’ll get it for them. And then do it quickly. Never be wishy-washy or reticent.
  11. Communicate well: Frequent, timely and with clarity—that’s how you must communicate. In a crisis, people demand information. Without it they’ll fill in the blanks, often with misinformation. Remain out front.

Crises will always occur. How you handle them will either dampen or fan the flames. Preparation will minimize the potential chaos and will often generate you good will during a difficult period.

Other posts you may like:

  1. Municipalities: Top 10 Tips to Ensure the Board & Manager Maintain a Strong & Effective Relationship
  2. Succession Planning in Municipalities Assure Steady Flow of Talent
  3. Managing Your Career: 9 Musts for Continuous Success

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Filed under city, communications, crisis management, ICMA, media relations, municipalities, social medai, town