Within 4 weeks of the completion of our customized management training program, we got back an ROI of 25x our original investment. After each training session, I saw a change in our managers communication and our employee productivity. Turnover slowed and engagement increased! Hire Wendy Sellers for manager training and HR advice immediately. – Gerry, COO
Download the Media Kit and Sample Training topics from Google Drive here.
“Learn How to Use CHATGPT” course. Leverage AI In HR and Management. From creating interview questions, job descriptions and ads, policies, and memos to SMART Goal development, and conflict management scenarios: this course will help get your checklist marked off with two-way communication flowing effective.
Navigate your new leadership role confidently with the “So, You’re a New Supervisor! Now What?” course.
Going from an employee to an official company leader is not always easy, tune in to “Transitioning from Co-Worker to Manager” today!
“How To Succeed as a One Person HR Department” (or as a manager without HR)
Learn About “Best Practices in Hiring: The Basics” – stay compliant and stop wasting money .
Secure top talent in your industry to hire the best in a competitive market and promote a great company culture, “Preparation for the Recruiting and Onboarding Process is Key“.
This session on “Crucial Compensation Conversations” is important for anyone who must deliver compensation information to their team, especially if the results may not be what they wish for!
The “Active Shooter in the Workplace” course is designed to equip you with the best practices necessary to enhance your teams’ chances of survival.
Ensure fair treatment for pregnant employees and others protected by the “Pregnant Workers Fairness Act“.
Foster inclusivity and maintain legal compliance with “Understanding the basics of the American with Disabilities’ Act (ADA), including a focus on Visual and Hearing Disabilities” program.
Prevent Legal Lawsuits by learning about “The Overlap of the American with Disabilities’ Act (ADA), Families and Medical Leave Act (FMLA), and Workers Compensation insurance too.”
The session “What Employers Should Know About Anxiety, Stress, and PTSD” teaches what you should know regarding these three conditions specifically related to the ADA.
Understand how cannabis moving to schedule III classification affects the workplace with “What You Should Know About Marijuana and the Workplace”.
Address sensitive issues head-on with the “Dealing with Gambling Issues in the Workplace” course.
Maintain professionalism with “Politics and Religion: Controlling the Workplace Conversation” training.
“Handling Domestic Violence Issues & Laws” as HR or a Manager.
“Handling the Abortion conversation in the Workplace”. Know the laws and employees’ rights.
Discover “Communication Strategies During a Natural or Human-Made Disaster.”
A Hidden Aspect of Society, “Human Trafficking. It Is Not What You Think! Learning to Spot the Signs in the Workplace”.
The course “Conducting Workplace Investigations” is designed to help you conduct a proper workplace investigation, which is important as the investigation itself (or the actions taken resulting from the investigation) could become grounds for a discrimination, harassment, or a retaliation claim.
Promote respect, embrace inclusivity and diversity, and minimize legal risks with the “Preventing Workplace Harassment and Bias” program. This course can be adjusted for employees or managers.
Handle sensitive situations with grace with the “Terminating Employees: Legally & Respectfully” course.
Solidify your corporate identity with the “A Focus on Company Values to Hold All Employees Accountable for Their Behavior” course.
“Effective Tips for Managers to Improve Employee Engagement” (which increases productivity and retention too!).
Most PIPS do not work. Learn “How to Implement Performance Improvement Plans That Work”.
“Motivate and Inspire Your Team”. Isn’t that what you would want from your manager?
Equip your leaders for conflict resolution with the “Why Every Supervisor Needs to Understand Conflict Resolution & Difficult Conversations” program.
Humans are unique. Every single one of them! This is why it is important to learn with the difficult and even toxic humans in the “How to Deal with Difficult People” course.
Cultivate a culture of personal growth with the “Training & Development to Retain High Performers” course.
Develop a Transparent Culture in the “Using Stay Interviews and Surveys to Retain Talent Before It’s Too Late” webinar.
Mutual Respect and Trust, as well as Productivity, begins with Communication. Join “Communicate Like a Manager” today!
Understand “The Impact of Leadership Changes” before you Make the Announcement
Prevent HR from becoming saddled with complaints via the “Prevent the HR Department from Becoming the Complaint Department” training. Hint: It involves training managers.
Reward and motivate your team on a budget with the “Rewarding Employees on a Tight Budget” course.
Retain employees longer and ensure productivity with “The Importance of the Employee-Manager Relationship” course.
Develop managerial excellence with the “Coaching Skills for Managers and HR” training.
Whether you are a seasoned manager or new to the role, learn to “Lead Like a Boss Without Being Bossy”.
Learn “The Art of Delegation” so you can focus on work product and your team!
“Managing Up, It Truly is an Art.” Understand where to start!
Enhance team dynamics with the “Understanding Personality Styles to Improve Productivity” program.
Bridge generational gaps with “Understand All Generations to Improve Communication” training.
Boost knowledge with the “Emotional Intelligence & Common Sense – It is Not What You Think” program.
Foster effective communication with the “Developing Listening Skills to Improve Communication” program.
Build a high-performing team with “Understanding & Navigating the 5 Behaviors of a Team” course.
End the year on a high note with this session on “Conducting a High-level HR Audit and End of Year HR Checklist.”
“I wanted to take a moment to acknowledge the outstanding work you’ve been doing recently. Your attention to detail and dedication to your tasks/ projects (give any details you have) have not gone unnoticed. Keep up the excellent work, and thank you for consistently exceeding expectations.”
“I’m impressed with your recent performance (on/ with XYZ task or project). Your ability to take initiative and solve problems has positively impacted the team (and here is how…provide details such as budget, meeting deadlines, etc.). Your dedication and hard work are greatly appreciated. Keep it up!”
“Your contributions to the project have been outstanding. Your creativity and innovative ideas have helped us overcome challenges and achieve our goals. Your commitment to excellence is commendable, and your positive attitude is contagious. Thank you for your exceptional work.”
Employee Doing Okay But Needs Improvement
“I’ve noticed that there have been some areas where your performance could be enhanced. For example, your communication with the team (on ABC task or project) could be more consistent and proactive. Let’s work together to improve in this area and ensure everyone is on the same page.”
“Your work has been satisfactory, but there are opportunities for improvement. Focusing on time management to meet deadlines more consistently would be beneficial. I believe you have the potential to excel, and with some adjustments, you can reach your full potential.”
“I’ve observed that your attention to detail could be strengthened in your recent work. It’s important to maintain high accuracy to avoid errors and setbacks. Let’s discuss improving your precision and ensuring our projects are error-free.”
Employee Struggling And Not Meeting Expectations
“It’s important that we address the concerns about your performance. I’ve noticed that you’re not meeting the expected standards in terms of productivity and quality of work (give examples and specifics). We must work together on a performance improvement plan to help you get back on track.”
“Your recent performance has fallen significantly below the company’s expectations. Your frequent lateness and inconsistency in meeting deadlines have affected the team’s productivity. We need to have a serious conversation about how to improve your performance and commitment.”
“I’m concerned about your performance, as it has not met our expected standards. I have noticed your lack of engagement and inability to adapt to changes in the workflow. We must address these issues promptly to help you succeed in your role.”
