Don’t allow the “Twinkie Defense” When Dealing with Difficult Employees (a Tip from My New Webinar)

The Twinkie Defense

Another great tip for nipping unacceptable employee performance in the bud.

In 1979 a defense team successfully argued that their client, accused of murder, suffered from diminished capacity as result of changing his diet from health food to Twinkies and other sugary food. The client was only convicted of voluntary manslaughter. From this case forward, this defense has been coined the “Twinkie Defense.”

In court, the “Twinkie Defense” tries to throw the jury off the trail by blaming the client’s bad actions on something else – he ate too many Twinkies, for instance, and was on a sugar high when he killed/robbed/raped/molested and therefore is not responsible for his actions. You may have encountered the Twinkie Defense with your employees: “I was late because traffic was unusually heavy and then when I got here the elevator was broken, therefore my tardiness is not my fault.” Decide that employees will be held accountable for their actions and don’t allow them to hide behind the Twinkie Defense. In response to the Twinkie Defense, you respond with, “This is about individual responsibility – not trying to hide behind excuses.”

Get other great tips like this one as we learn how to nip unacceptable employee performance in the bud. Join me for a very special professional development event: 

Managing to Eliminate Unacceptable Employee Performance Live Webinar

May 3, 2017 – 1pm ET – 2:00pm ET (or get the recording, which we send out within 4 hours of the live event)

Read the outline or register

All who supervise people will gain tactical insights to help them bring out the best in people at their worst – in such a way that doesn’t cause resentment.

We get the behavior we tolerate. Tolerating unacceptable behavior drains morale, frustrates management and can negatively impact the customer experience. This supervisory training program was designed by Myra Golden to position supervisors and managers to assertively nip unacceptable performance in the bud using field-tested and proven intervention techniques.

Here’s a 3-step technique taught in the webinar

The Managing to Eliminate Unacceptable Employee Performance and Behavior agenda includes:

  • How to approach employees about problem behavior in such a way that minimizes hostility and defensiveness and maintains esteem
  • How to act—not react—in a negative situation
  • Exactly how to establish crystal clear performance expectations with employees who have had trouble staying on track
  • The most effective way to talk to an employee about an attendance problem
  • 7 step formula for addressing unacceptable performance or behavior
  • Why you must use specific and direct language when giving constructive feedback
  • A half-dozen positive intervention techniques to turn performance problems around
  • What to do when the problem persists: How to conduct a formal discipline conference
  • How to give constructive feedback with much more ease
  • How to set measurable performance standards and communicate them to your employees
  • The most effective way to talk to an employee about an attendance problem
  • Savvy techniques for dealing with the whiner, tank, think-they-know-it-all, and negative employee
  • What to do when the problem persists: How to conduct a formal discipline conference
  • When to terminate
  • And much more

Managing to Eliminate Unacceptable Employee Performance Live Webinar

May 3, 2017 – 1pm ET – 2:00pm ET (or get the recording, which we send out within 4 hours of the live event)

Read the outline or register

 

“I really do love your webinars, Myra. They are very well done and extremely beneficial. I always find little helpful hints in your information.”

Kristy L. Bolen 
Project Manager 
Carlson Hotels Worldwide

“I just viewed the replay of the webinar you did not long ago with citrix online and I was so enlighten and amazed to hear such outstanding information. I am a marketer and I knew surface level some of the information you shared but you went deep and took it to another level of understanding for me, the light bulbs of ideas and solutions have been bombarding my mind ever since. I simply desired to say thank you.”

 James Stuart

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