IN THIS ISSUE:

1. Feature Story: Exceptional Performance Isn't A Reason To Excuse Jerks At Work

2. Cathie's Corner: Too Many Job Hunters Need A Lesson In Hiring 101

3. Corporate Cost-Cutting Strategies

4. Free Report: How To Make Social Networking Websites Work For Your Company

5. HR Soapbox: The Art Of Writing Business E-Mails

AHI's We Couldn't Make This Up 

In protest of long overdue wages, a Serbian union official cut off his finger and ate it. He was prompted into action by his deputy, who was the first to say she would cut off her finger to protest the overdue wages. Refusing to allow the single mother of three to do it, the union official got a hacksaw and used it to cut off most of the little finger on the left hand.

DIRTY DOZEN RULES FOR MANAGING DIFFICULT PEOPLE 

Wednesday, August 5, 2009
Live Web Conference
1:00 PM - 2:30 PM Eastern 

During this live web conference, you and your managers will learn how to: 

• Avoid the one action plan that is sure to fail when managing difficult employees
  
  
• Anticipate obstacles and prepare to confront unacceptable behavior BEFORE it gets out of control
  
  
• Stay in charge of a difficult situation while keeping communication open and friendly
  
  
• Master the skill of giving critical feedback
  
  
• Choose your approach to confrontation with confidence and help your difficult employees rise above the poor choices they sometimes make

Visit our website to register today. Hurry...before that next problem employee knocks on your door! 

Or if you prefer, please call customer service at 800-879-2441 and mention product code: G15028.

1. FEATURE STORY:
EXCEPTIONAL PERFORMANCE ISN'T A REASON TO EXCUSE JERKS AT WORK

You know the type — employees who are simply unpleasant to be around. Their performance isn't the problem; it's their attitude that needs some work. They rarely have a nice word for co-workers. Rather, they insult them every chance they get. They complain about customers behind their backs. In fact, they complain about anything and everything under the sun. When asked a question, by either a co-worker or superior, they huff, roll their eyes, and, whether intentionally or not, make the individual feel like a child for asking the question in the first place.

Being a top performer, though, doesn't give them the right to check their professionalism at the workplace door. In fact, just how exceptional a performer is an individual if their attitude is the pits?

Without prompt intervention, jerks at work are here to stay. And don't be surprised if other employees start to mirror their bad attitude, especially given this economy in which employees are already on edge and looking for an outlet for their fears and frustrations.

Plus, a pattern of tolerating jerk-like behavior might cause a judge or jury to ask, "Why now?" when you finally address their behavior. If the employee recently filed a discrimination complaint, for example, your timing could unintentionally add fuel to the employee's legal fire.

Therefore, as soon as employees exhibit unprofessional, morale-draining behaviors, their immediate managers must:

• Specify the unacceptable behavior. Simply telling the employee that they are "rude" or "negative" isn't enough. Communicate to them what exactly they did that is unacceptable.
  
  
• State the expected behavior. In other words, what must the employee do differently? An employee might not realize that they huff whenever asked a question or glare when asked to stay late. Stress that an essential function of every position is to behave in a positive, cooperative, courteous, and professional manner. Then remind the employee that attitude is a performance factor. (If it currently isn't, it should be; revise performance reviews as necessary.)
  
  
• Inform the employee that you expect to see immediate and sustained improvement, but will give them adequate time to fully transition to the expected behavior before imposing formal discipline. Reward progress, even if the employee occasionally slips up. It takes time to turn over a new leaf.
  
  
• Stress, in no uncertain terms, the consequences of failing to adopt the expected behavior. The employee needs to realize that attitude is just as important as performance.

For more advice on overcoming toxic workplace personalities, HR professionals and managers alike are encouraged to join AHI on August 5 for a live web conference, Dirty Dozen Rules For Managing Difficult People.

2. CATHIE'S CORNER: TOO MANY JOB HUNTERS NEED A LESSON IN HIRING 101

A few of my HR buddies and I were sharing stories about strange résumés or applications we've received. Everyone gets their share of those, and with the current economy, I'm sure everyone is getting a lot them!...Continue the story.

3. CORPORATE COST-CUTTING STRATEGIES 

Companies are employing multiple cost-cutting strategies in order to delay, reduce, or eliminate the need to make permanent job cuts, according to a survey...Continue the story.

4. FREE REPORT: HOW TO MAKE SOCIAL NETWORKING WEBSITES WORK FOR YOUR COMPANY 
 

Check out the Free Report, "How To Make Social Networking Websites Work For Your Company," which explores how employers can use social networking websites to their organization's recruiting, marketing, and retention advantage. Also, learn how to lessen the likelihood of your company being held liable for employees' questionable activities on personal social networking webpages.

5. HR SOAPBOX: THE ART OF WRITING BUSINESS E-MAILS

Business correspondence is going to hell in a handbasket. Everyone today uses e-mail rather than actual, old-fashioned business letters, which would be fine if only e-mail wasn't treated like an electronic sticky note system. It shouldn't take the skill of a Hemingway to write an effective business e-mail…and yet, so few people seem to have mastered it. Maybe they just don't care. But they should, because every time they send out a poorly crafted e-mail, they create a bad impression of themselves and their employer....Continue the story.