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Don’t accept poor performance—do something about it!

Most managers would agree that dealing with and resolving poor employee performance is among their most difficult challenges.

Once and for All takes a very straight-forward, yet entertaining approach to delivering the message that dealing with employee performance challenges is rarely easy or quick.

Once and for All will help managers and supervisors take the guesswork and frustration out of resolving performance challenges—once and for all.

Performance challenges can usually be resolved by following a clear set of actions that help communicate specific expectations, timelines and consequences if improvements are not achieved. The actions outlined in Once and for All will also help lead managers to a conclusion: either an employee’s performance can improve, or a permanent change of some kind must occur.

Viewers will learn how to conduct a corrective discussion by communicating:

  • clear job expectations
  • establishing the gap in performance
  • communicating specific examples
  • getting employee feedback
  • creating and agreeing on solutions
  • getting commitment from the employee

They’ll also learn how to implement and follow the steps of progressive discipline.

Once and for All takes a straight-forward, yet entertaining approach to delivering the message that dealing with employee performance challenges is rarely easy or quick. But not taking effective actions can be damaging and more time-consuming, not to mention the lost productivity related to every employee performance challenge left unresolved. The video also reminds participants that one of the most important roles played as a manager, supervisor or team leader is to help employees succeed by becoming more productive.

The Audience: All managers, supervisors and team leaders responsible for the performance of other employees.

How the Video Can Be Used: Once and for All can be used in the development of new managers, supervisors and team leaders. It can also be used to motivate middle managers not to accept poor performance, but to do something proactive about it. Additionally, it can be used to support existing organizational practices for progressive discipline.

**Program Objectives: Upon completion of this video development program, participants will know how to:

1.) Evaluate a performance challenge

2.) Conduct a corrective discussion by:
-Communicating clear job expectations
-Establishing the gap in performance
-Communicating specific examples
-Getting feedback
-Creating and agreeing on solutions
-Getting commitment

3.) Implement progressive discipline when employee performance fails to improve by:
-Giving a verbal warning
-Creating and delivering a written warning
-Offering a last-chance option

4.) Document employee performance

5.) Determine appropriate consequences

This training package includes a Facilitator Guide (36 pages) with sample agendas, discussion questions, sample forms, exercises and role plays. X

Fresh, delicious, crisp...

Yes, we do still include a popcorn package with each DVD purchase. It’s our way of saying "thank you" for being our customer! X

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