Instructor
Carolyn D. Riggins
Leadership is often tested not in moments of success, but in moments of discomfort.
One of the most challenging responsibilities any manager, supervisor, or HR professional faces is addressing a struggling employee whose performance or behavior is affecting the team. You see the warning signs - missed expectations, inconsistent results, declining engagement, or negative influence on others. You recognize the impact, yet the path forward may feel uncertain.
Many leaders delay action not out of neglect, but out of concern - concern about saying the wrong thing, escalating conflict, damaging morale, or exposing the organization to legal risk. However, avoidance rarely solves the issue. Instead, it compounds it. High performers begin to question standards. Team morale weakens. Productivity declines. Customers may experience inconsistencies in service or delivery. What begins as one employee's performance challenge can gradually affect culture, accountability, and organizational credibility.
"The Cost of Avoidance: How to Manage and Document a Struggling Employee" addresses this leadership reality directly. This session equips leaders with a structured, professional approach to handling underperformance with clarity, fairness, and confidence. Participants will learn how to identify early performance concerns, document objectively and consistently, conduct focused performance conversations, and implement measurable improvement plans that support both accountability and development.
This training goes beyond compliance. It positions performance management as a strategic leadership investment. When handled correctly, addressing underperformance strengthens team trust, reinforces organizational standards, and protects the company from unnecessary legal and reputational risk. It also provides struggling employees with clear expectations and a genuine opportunity to improve.
For leaders, the benefits are significant. You will gain confidence in navigating difficult conversations, clarity in documentation practices, and assurance that your actions are aligned with policy and best practice. You will strengthen your leadership credibility by demonstrating consistency and fairness.
Ultimately, how performance issues are handled impacts not only one employee, but the broader team, the organization's culture, customer satisfaction, and long-term performance outcomes. Strong leadership requires the courage to act decisively and the discipline to document responsibly. This session empowers you to do both - professionally, strategically, and effectively.
Every leader eventually faces it - the employee who is underperforming, disengaged, or negatively impacting the team. You feel the tension in meetings. You hear the quiet complaints from high performers. You replay conversations in your head wondering if you said enough - or said too much. You delay addressing it because you don't want conflict, a complaint to HR, or a legal misstep. But while you're waiting, the problem is growing. Morale is slipping. Standards are eroding. Your credibility is quietly being tested.
The truth is this: avoiding performance issues doesn't protect you - it exposes you. This webinar is for leaders who are tired of second-guessing themselves, tired of walking on eggshells, and ready to handle performance problems confidently, fairly, and strategically - without risking the team, the culture, or their own professional reputation.
Why Managers, Leaders, and Supervisor Professionals Should Attend:
