Tag Archives: Management

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.


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

Rick Dacri Photo

Rick Dacri



Dacri & Associates, LLC

207-229-5954 (Cell)




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



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

Five 2016 Workforce Challenges Screaming Down Tracks



(Post by Rick Dacri, November 29, 2015)

As a manager, you will be faced with several challenges in 2016 and workforce issues are right at the top. Recruiting and retaining qualified personnel, staff development, succession planning, employee morale, competitive compensation packages, and reducing employee health care costs will dominate your attention. Like a freight train screaming down the tracks, today’s manager must tackle these issues head-on. Let’s look at five of them:

  1. Aging workforce: We’re getting older. Baby boomers are beginning to exit the workplace in what some are calling the “silver tsunami” leaving both employment spots to fill and huge gaps in knowledge to replace. Most employers are ill prepared. Recommendation: Put in place succession plans which address replacements, skills gaps, and prepares the organization for an orderly transition of talent.
  2. Creating a performance based culture: Today’s workplace culture must reward performance and productivity and foster employee engagement resulting in worker retention and attracting the best external talent. Work rules that hamper productivity must be replaced with those that support flexibility and pay should be merit based and include performance incentives. There also must be an increased emphasis on setting priorities and goals, measuring productivity and monitoring performance. And your employees must be agile, customer centric, and willing to do whatever it takes for the organization. Recommendation: Put in place training programs to prepare both supervisors and employees. Add communication initiatives to demonstrate the need for and benefits of these required changes. Recruit only employees who can thrive in a changing environment.
  3. Managing a multidimensional and changing workforce: Today’s workforce is changing and different. As boomers age out, we are seeing a different look in the workplace then we have come to expect in the past. As the workforce becomes more diverse, managers must have the skills to lead this workplace. Engaging a younger generation, who will work along side older individuals who have different views and expectations of both their boss and work, will require significant adjustments, patience, tolerance and clear understanding. Recommendation: Multicultural, mutigenerational training should become a part of your training curriculum. Employee engagement/satisfaction surveys should be conducted annually.
  4. Recruitment, retention and rewarding: There is a new “3 R’s.” Work/life balance, flexibility, career development and telecommuting will be needed in order to attract and retain this new generation of worker. And to retain them, you will have to reward workers with cash (merit pay, incentives, benefits) and non-cash (opportunities, training, titles). Recommendation: Recruitment and retention programs should be put in place that include development of a recruitment brand and tool box; compensation market surveys should be conducted; and turnover analysis should be put in place.
  5. A strategic approach to managing: Managers must make decisions about the direction of their business utilizing a strategic framework. No longer can they simply move from crisis to crisis. A big picture, business approach will be needed, discarding “how we’ve always done it” approach and re-inventing your business to address today’s and tomorrow’s realities. There will be a greater reliance on technology, creativity, innovation, and best practices and benchmarking and these require a new kind of leader to manage a workforce that can thrive in this new world along with a workforce that can blossom amongst rapid change and have the skills to learn and adapt. Recommendation: Strategic plans should be updated to reflect the changing workforce and market place.

In 2016 and beyond we all must begin to think differently, have the skills to look around corners, while making bold decisions in addressing this changing workplace.

Other posts you may like:

  1. Aging Workforce: Few Employers Prepared
  2. Succession Plan in Municipalities Assure a Steady Flow of Talent
  3. How Unhealthy Cultures Stymie Progress



1 Comment

Filed under human resources, Leadership, Uncategorized

Help Wanted Ad: Manager of Public Power

help-wantedDacri & Associates is actively recruiting for an Electric Light Manager for Ipswich Massachusetts. If you know of any qualified individuals who may be interested in the position, please refer them to me.

Electric Light Manager

Ipswich Light Department


Ipswich (MA) Light Department has unique opportunity for a strong, experienced, business oriented Electric Light Manager.  The right individual will be responsible for all aspects of leading this 16 employee department serving 7,000 customers, with electrical revenues in excess of $13 million. To qualify, you must have strong operations, financial, and management skills; industry knowledge; the ability to work effectively and with transparency, with town government, citizen groups, customers and employees and ideally, an electrical engineering degree.

This is a unique opportunity for the career minded manager. You will have full responsibility for operations and management of the light department.  Significant experience in electric utility operations, private or municipal owned, is a must.  The ability to communicate to a number of diverse constituencies is essential.

The ideal candidates must have significant experience in leading an electrical utility with a minimum of 5 years experience at a senior management level. Industry experience should include technical knowledge of all aspects of an electrical utility. Municipal experience is a plus.

The new Electric Light Manager will enjoy the opportunity to work in an attractive, coastal community, close to downtown Boston, with a supportive town government and an experienced workforce.

Ipswich offers an attractive salary and a comprehensive benefit package along with an opportunity to grow your career in a vibrant community. To learn more about this position, call Rick Dacri, Dacri & Associates Executive Search, at 207-967-0837 or send a resume and salary history, in confidence, to rick@dacri.com.

Ipswich Light Department is an Equal Opportunity Employer 


Leave a comment

Filed under careers, Job Search

How To Do Quality Manager Evaluations

(This article was written by Rick Dacri and was published in the Maine Townsman, November 2013)

novThe town manager’s performance is critical to the success of any community. The selection, development and retention of the right manager—the individual who can lead the organization toward achieving its strategic goals, becomes the primary responsibility of the Town Council or Board of Selectmen. At the same time, the manager’s ability to work collaboratively with the Board is of paramount importance and will determine the success of the manager, the Board and the community. It is for these reasons that an open dialogue, honest feedback, clear expectations and defined accountability standards must be in place.

Most managers and Boards understand the value of performance management. Boards want to provide their managers candid feedback on their performance, allowing the opportunity to address problem areas. They understand that the review process provides an ideal time to clarify roles, expectations, set goals, open communication and enhance the relationship between the Board and manager.  The evaluation process ensures that both Board and the manager are in sync on the direction and goals of their community.

While most agree to the benefits of the evaluation process, many communities differ in their approach, others question its effectiveness, and some opt to not do it at all.

When the evaluation process is formalized, it usually includes a manager self-evaluation, Board completion of an evaluation form, a review of goals, and an evaluation interview with the chair. Some communities include a 360-degree review with input from department heads and citizens. Citizen input can be received both informally and formally through citizen surveys. Compensation decisions are sometimes part of the process, but are frequently handled separately as part of the manager’s contract. On the other extreme, an informal approach to the entire process can be as simple as a discussion over coffee between the manager and the chair. Either approach can work.

Regardless of the approach, the review process works best when you have clear, agreed-upon purpose: Do you want to improve the overall performance of your municipal government or the individual performance of your manager or Board, or all of these? All reviews should include: Continue reading


Filed under Employee Relations, Management

Making Managing Easy Webinar Series

Making Managing Easy Webinar Series

September 10 and 17 at noon EDT

I am launching a series of free webinars designed to help you make your job easier, improve the performance and productivity of your workforce, and increase the profitability of your organization.  

Managing people effectively is a major challenge for every manager. In these manager level webinars, you will learn how to address 10 critical performance and compliance issues faced by nearly all managers—giving you the confidence and knowledge to immediately apply these new skills.

Among the topics covered in these two webinars

September 10 at noon EDT

  1. How to improve individual performance
  2. How to discipline & terminate, if necessary
  3. How to win an unemployment compensation claim
  4. How to avoid pay and classification mistakes (exempt/nonexempt, independent contractors)

September 17 at noon EDT

  1. How to hire right
  2. How to control and reduce workers’ compensation costs
  3. How to deal with alcohol & drugs in the workplace
  4. How to prevent FMLA abuse

Both webinars will be fast paced, filled with specific examples and participants will have the opportunity to forward specific questions, which will be answered in the sessions.


Both of these initial webinars are complimentary. However, you must preregister, as seating will be limited. At the same time, I encourage you to notify your professional colleagues and encourage them to enroll.

I will also record the program so you can refer to it easily after the fact.

To enroll or get further information, click Dacri Webinars

Webinars are a great way to learn and provide these benefits:

  1. No travel expense
  2. Bo time away from the office
  3. Economical training (these two are free)
  4. Access to a workforce expert
  5. Multiple managers can listen in

These are live events, intended to feel as close to a group workshop as possible, the only difference being attendees are located in their offices, instead of in the same room. All you need to participate is a computer and telephone.

Added bonus:

If you’re wondering if there are bonus materials available that can make attending worthwhile, you’re in luck. For starters, the program is free. Secondly, if you’re one of the first 5 to sign up will, I’ll send you a copy of my book Uncomplicating Management. Want more? OK, I’ll also give you a copy of the slides for future reference.

I hope you’ll register now.


Rick Dacri, Dacri & Associates, LLC

P.S. Still have questions? Just send me an email at rick@dacri.com or give me a call (my direct line: 207-967-0837), and I’ll be happy to address and questions or concerns you may have.



Filed under Compliance, Management

Dacri & Associates Celebrates 18 Years

imagesPosted by Rick Dacri on June 1, 2013

18 years ago today, I founded Dacri & Associates. It is really hard to believe how the time has passed since I started the firm in a small cubicle in a shared office suite.

During my 30 years in management–including the last 18 as the founder of the firm, I have seen radical changes in the workplace. The post recession business is leaner. Employers have greater expectations of their workers and demand increased accountability, while needing workers who are better trained, more versatile, and able to thrive and grow in an environment that is constantly changing.

The workforce has changed too. It is older, more diverse, tech savvy, and more demanding of flexibility, balance and freedom. Fortunately, there has been enormous growth in the sophistication of management and human resource techniques available to employers looking to get the most out of their talent.

With the emergence of a new workforce, employers must be more aware and prepared to deal with the changes they face. I will continue to provide all my clients the expert advice, ideas and tools they need to be successful.

It has been a great run and I look forward to continuing the journey with you. Finally, I want to thank each of you for the faith you have put in me and for the friendships we have formed. I am excited about the future.

Please let me know if there are things I can do to assist you. But for now, let’s enjoy the moment.

Rick Dacri

Leave a comment

Filed under Special Times

Firing Someone: Only 3 Legitimate Reasons

imagesTerminating someone’s employment is never an easy decision and should not be taken lightly. I am reminded of some excellent advice I received when I got into the business many years ago: “always remember, when you fire someone, you are taking away his or her livelihood.” I never forgot that.

Unfortunately there are times when you must terminate someone. There are really only three legitimate and compliant reasons to do so:

  1. Economic reasons, such as lack of work (we call it a layoff).
  2. Poor work performance (documented, with appropriate detail).
  3. Violation of basic policies such as stealing or mistreating customers.

Termination for these reasons only and you are less likely to face compliance problems.

In the next post, I will provide you some practical discharge methods.


Filed under Compliance