Tag Archives: supervisory training

New Online Program for Municipalities: Accelerated Supervisory Development

Today I am launching a new training program specifically designed for municipal or county government that want to quickly provide training for a single manager or two. I call it

UnknownRick Dacri’s Uncomplicating Municipal Management

Accelerated Supervisory Development Program.

In five short weeks, beginning September 23rd, your department head, manager or supervisor will:

  • Enhance their skills as a manager
  • Increase their ability to motivate and engage their people to deliver outstanding results
  • Know how to attract, hire and retain exceptional talent
  • Delegate and make better decisions
  • Inspire, coach and mentor their people, creating enthusiasm, clarity and increased effectiveness
  • Listen and communicate better, resulting in open and honest dialogue
  • Confront problem employees, resolve tough issues, including attitude, performance and behavior
  • Provide honest feedback, praise and recognition
  • Understand and operate within the law, without fear of lawsuits

The program includes 5 regularly scheduled, 90-minute, training sessions, one-on-one executive coaching with me, training materials, my book, more, and me.

Interested? Follow this link and read all about it and register. With a starting date of September 23, this program could be the perfect way to end the year!

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Online Accelerated Supervisory Development Program–May 13

book_logo100
Last year I introduced the Accelerated Supervisory Development Program. I conducted two programs and 24 individuals signed up and successfully completed it. Since then I have been asked when I was going to offer the program again. Well, mark your calendars. A new program is scheduled to begin on May 13, 2015.

This training program is specifically designed for small companies with only a few managers or companies that want to quickly provide training for a single manager or two. I call it

 Rick Dacri’s Uncomplicating Management

Accelerated Supervisory Development Program.

Here’s what some of the “graduates” said about recent programs:

Great class. Rick cleared up issues on employee problems.”

Chris Davidson, Supervisor, Paras Electric

 

“Rick Dacri provided me a template with which I can elevate the performance of my crew, reward top performers, and address the needs of those not yet reaching their potential.”

Kevin Snow, Supervisor, Groveland Municipal Light Department

 

“Just the chapter/lesson on legal issues of hiring and terminations and drug testing do’s and don’ts are worth its weight to the average employer who doesn’t deal with this on a regular basis. Lots of info packed into a very painless time frame.”

Mark Dufoe, Operations Manager, Kennebunk Light & Power District

In five short weeks, you or your supervisors will:

  • Enhance their skills as a manager
  • Increase their ability to motivate and engage their people to deliver outstanding results
  • Know how to attract, hire and retain exceptional talent
  • Delegate and make better decisions
  • Inspire, coach and mentor their people, creating enthusiasm, clarity and increased effectiveness
  • Listen and communicate better, resulting in open and honest dialogue
  • Confront problem employees, resolve tough issues, including attitude, performance and behavior
  • Provide honest feedback, praise and recognition
  • Understand and operate within the law, without fear of lawsuits

The program includes 5 regularly scheduled training sessions, one-on-one coaching with me, training materials, my book, and more.

 Interested? Follow this link and read all about it and register. With a starting date of May 13, this program is the perfect way to develop the skills and effectiveness of your management team!

To learn more or to enroll, click Accelerated Supervisory Development Program or call me, Rick Dacri at 207-229-5954 or email me ar rick@dacri.com.

Enrollment is limited, so sign up now.

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Supervisory Development Program Grads

book_logo100(Posted by Rick Dacri, June 9, 2014)

12 supervisors and managers successfully completed the Dacri Accelerated Online Supervisory Development Program. Designed to provide managers the skills to effectively manage their workforce, these individuals participated in a 5 week, highly interactive program. Click here to see the program outline.

The graduating class:

  1. Mark Bixby, Rowley Municipal Lighting Plant
  2. Eric Grover, Rowley Municipal Lighting Plant
  3. Bill Snow, Marblehead Municipal Light Plant
  4. Mark Dugan, Marblehead Municipal Light Plant
  5. Tirstan Vidmore, Bristol Seafood
  6. John Young, Bristol Seafood
  7. Kevin Snow, Groveland Municipal Electric Department
  8. James Brown, Wakefield Municipal Gas & Light Department
  9. Reynell Townsend, ABCD Boston
  10. Paul Cote, Kennebunk, Kennebunkport & Wells Water District
  11. Keith Archibald,Kennebunk, Kennebunkport & Wells Water District
  12. Greg Pargellis,Kennebunk, Kennebunkport & Wells Water District

Earlier this year, 11 other supervisors successfully completed the initial offering of this program.

Call me if you’d like to learn how your supervisors can enroll.

Other posts you might like:

  1. Supervisor’s Mistakes Open Company to Lawsuits
  2. Medical Marijuana, Picking Bad Managers & Turnover Signs
  3. Harassment Prevention Training: What Must Be Included

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Medical Marijuana, Picking Bad Managers & Turnover Signs

Three workforce issues I wanted you to be aware of:
images1. Medical Marijuana Laws: There is some confusion and uncertainty with the legalization of medical marijuana in Maine and Massachusetts, while federal law stills treats it as an illegal drug. Though I am not going to cover the regulations here (call me with questions), you should know that neither state requires employers to permit drug use in the workplace or tolerate employees who report to work under the influence. Again, call me regarding compliance, policies, drug testing rules and handling the conflicting requirements under state and federal laws.

2. Companies Picking Bad Managers: According to a Gallop study just released, companies fail to choose the right talent for manager positions 82% of the time. And, managers account for 70% of the variance in employee engagement scores. Gallop notes that bad managers can generally be blamed for most low morale of workers. As you know, low morale and engagement are the determining factors in productivity, quality and retention levels. Call me if you need help assessing candidates for supervisory positions as well as training and coaching your existing supervisors and managers.

3. Warning Signs that An Employee Is Likely to Quit: According to a Utah State University Study, there are clear warning signs that an employee is likely to quit within months. Some of the warning signs include:

  • Showing less interest in advancing in the organization
  • Seeming less interest in pleasing their boss than before
  • Acting more reluctant to commit to long-term projects
  • Exhibiting less interest in training and development
  • Offering fewer constructive contributions in meetings
  • Suggesting fewer new ideas
  • Doing the minimum amount of work needed

If you begin seeing this with one of your employees, you may have an employee who is preparing to quit. Give me a call and we can discuss how best to handle this.

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Filed under Compliance, Employee Relations, Management

8 Musts For Retaining Star Employees

images(Post by Rick Dacri, May 6, 2014)

Retaining your best employees is critical. Here are 8 uncomplicated steps to holding them and keeping them engaged:

  1. Hire right every time: It all starts here. Hire stars. Otherwise expect problems.
  2. Develop a strong management team: Train your managers and supervisors. Unless you have strong front line supervisors, you are not going to be successful.
  3. Create a work environment that people love: Engaged employees don’t quit. It’s all about the culture.
  4. Integrate new employees into your workplace: Develop an effective on boarding program. Your new employees should be excited about their decision to join you.
  5. Understand and meet your employees’ needs: Star employees remain engaged when they are paid fairly, treated with respect, have the tools to do their job, are recognized for their good performance, know that you care about them, have growth opportunities and their opinions and ideas are valued.
  6. Be clear about your expectations: Employees want and need to know what you want them to do. When the company and itsmanager are clear about what is expected, employees rise up to meet them.
  7. Communicate: It’s basic, but many problems begin here. Provide frequent, timely, problem solving communications. And listen to your people.
  8. Take care of your employees: This isn’t a kumbaya thing. Understand your employee needs, meet them, and they’ll stick around. Employees want a manager who cares.

Retaining stars is not complicated, but it takes work.

I’ve helped many organizations retain their best employees. Many have seen their turnover reduced in half within a short time. Give me a call and we can discuss how we can make this happen at your company.

If you enjoyed this post, you may want to read:

  1. Recruitment: The 5 Pillars of a Strong Brand
  2. Management Training
  3. Management 101: Stop Coddling Losers and Ignoring Stars

 

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New Offer: Supervisory Development Program

Dacri Book Logo 012610

Earlier this year I introduced the Accelerated Supervisory Development Program. Eleven individuals signed up and successfully completed it. Since then I have been asked when I was going to offer the program again. Well, mark your calendars. A second program is scheduled to begin on April 23, 2014.

This training program is specifically designed for small companies with only a few managers or companies that want to quickly provide training for a single manager or two. I call it

 Rick Dacri’s Uncomplicating Management

Accelerated Supervisory Development Program.

 

Here’s what some of the “graduates” said about this recent program:

Great class. Rick cleared up issues on employee problems.”

Chris Davidson, Supervisor, Paras Electric

“Just the chapter/lesson on legal issues of hiring and terminations and drug testing do’s and don’ts are worth its weight to the average employer who doesn’t deal with this on a regular basis. Lots of info packed into a very painless time frame.”

Mark Dufoe, Operations Manager, Kennebunk Light & Power District

In five short weeks, you or your supervisors will:

  • Enhance their skills as a manager
  • Increase their ability to motivate and engage their people to deliver outstanding results
  • Know how to attract, hire and retain exceptional talent
  • Delegate and make better decisions
  • Inspire, coach and mentor their people, creating enthusiasm, clarity and increased effectiveness
  • Listen and communicate better, resulting in open and honest dialogue
  • Confront problem employees, resolve tough issues, including attitude, performance and behavior
  • Provide honest feedback, praise and recognition
  • Understand and operate within the law, without fear of lawsuits

The program includes 5 regularly scheduled training sessions, one-on-one time with me, training materials, my book, and more.Uncomplicating Management

Interested? Click here and read all about it and register. With a starting date of April 23, this program is the perfect way to develop the skills and effectiveness of your management team!

To register, click Accelerated Online Supervisory Development Program

If you have questions, call Rick Dacri or email at rick@dacri.com.

 

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Bullying: The Biggest Profit-Sucking Problem in the U.S. Today (Part 1)

(This guest post was written by Beth Myers, SBK Mediation, Inc.)

What part of the $300+ billion annual workplace bullying problem will you fix?

Clearly, resolving a massive workplace problem represents opportunity to increase profit, improve employee engagement, enhance hiring and cultural brands – get you noticed!

Consider the obvious:

~ The cost of replacing an employee ranges up to 5x their annual salary, depending on their role, to say nothing of the cost of reduced productivity, sabotage/theft/damage, higher health insurance costs, stress related illness and absenteeism….that’s just the tip of the iceberg.

Why then, is the most easily reduced expense in organizations today also the most ignored and costly?

~ Bullying is status-blind harassment, often culturally ingrained, takes place behind closed doors.

~ Bullying is not illegal.

~ Legal requirements designed for an employer’s self-protection via documentation and subjective proof of targeted employee actions, intent, character may support bullying culture.

Workplace bullying takes many forms often beginning with minor acts of incivility; Continue reading

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Filed under Employee Relations, Management