Would You Like to Learn How to Manage Your Employees More Effectively? ..... To Learn How To Get Even The Most Difficult Employee To LISTEN TO YOU, RESPECT YOU, AND DO EXACTLY AS YOU SAY

Without having to resort to Shouting, Getting Angry and Upset, Getting into a Confrontation or Having Repeated Discussions... (and all the STRESS that comes with it)..

 

Let Me Ask You... Have you Ever Encountered These Behaviours Whilst Managing Employees?

Not Listening To You Or Obeying Your Orders

Not Taking You Seriously 

Not Respecting You 

Giving You Attitude 

Questioning Your Authority 

Telling You it's Not Their Job

Speaking to You in a Disrespectful Way, So Much So That They Make You Feel Small And Out of Control 

Making Repeated Mistakes 

 Disagreeing and Arguing With The Things You Say (Especially in public) 

Employees who won't complete the task fully, or not getting the work done. And rather than doing things the way you want them done, they do it their way. 

Complaining Constantly 

Employees who don't do what they should be doing when left alone

Slacking with their work, not following orders properly, not doing their best and showing a lack of professionalism

  Making life very difficult for you

Arguing with you whenever you asked them to do something

Difficult people who don't want to be part of the team and were always in conflict with others and bringing others down - Ego clashes  

► Employees who sulk and go in a mood because you have told them off

 People who constantly blame others rather than looking inwards at themselves to create constructive solution

((These are the things I experienced over and over again during my managerial career.))

I didn't know what to do.. I began to worry.. I was afraid. 

I didn't want to be labelled as an “ineffective manager”.

I didn't want it to reflect badly on me.

I didn't want to look out of control.

I asked myself if they were ever going to listen to me and accept to do things the way I want them to?

Will the work get done on time? (and on budget?) Are we going to lose business?

Am I going to lose the respect of my boss and other employees?

Am I even making the right decisions? Is it my fault if they fail?

Should I use more force and risk not being liked? Should I become more friends with them?

Was I going to FAIL and GET FIRED?

The reality is that, your ability to succeed as a manager is directly related to your ability to manage your team and deal with difficult employee behaviour when they arise. Not matter what business you are in, you are in the people business. If you don’t have your people skills down, and you don't have a birds eye view of what good management looks like, you will very likely make mistakes as a manager, and it will be very hard to succeed. 

Chances are you've been thrown into the deep end of the pool with little or no training for the position. The reality is, employers don't usually offer training for new managers. Without preparation, there can be costly mistakes made, both for the individual and organization. Not only that, but at the manager level, you have the most powerful impact on how employees see their job, and organization as a whole!

That’s why if you’re finding it challenging to live up to your role as manager effectively, it’s not your fault.


So how was I able to build and manage a team, get promoted to area manager level and run a very profitable business, given that I had no prior experience in management?

Well let me tell you it didn't come easy. 

When I was first promoted to managerial position, I thought I was not cut out for it. In fact, in the first week I nearly quit and walked away.

There was a lot to learn and I was weighed down by a lot of stress. I was constantly worried and on edge. And I certainly didn't look forward to going to work.

The difficult employees nearly beat me- I nearly quit.

I was thrown in at the deep end and asked to manage with no prior experience.  

Point is, I didn't have any special skills when I first started and I had to learn it all from scratch. With nothing to give me the edge, I had to figure it out for myself. 

So I just got into it. I read hundreds of books about management and leadership. I experimented. I failed (A LOT). 

I sought out mentors. Managers who were years ahead of me in terms of experience, who taught me a lot. 

Inch by inch I put the pieces together. 

I identified the right skills needed to manage others effectively and I mastered them. 

I overcame my mental barriers that were holding me back. 

I rewired the hidden psychology that was keeping me from succeeding. 

I learned to manage one employee, then another, then another. 

Until I finally cultivated the ability to manage anyone. 

And then I taught others how to do the same. And now, the information is available to you.

Here is the WRONG Way to Try to Get Employees to Change Their Behaviour...

(I was guilty of making these mistakes myself)

Ineffective managers ignore the behaviour hoping it would go away. They hold it all inside until they get so angry that they end up shouting at the employee.

They try micromanaging the employee.

They may ask for daily progress reports and feedback.

They have repeated discussions, explaining, talking, reasoning with them. And worst of all, doing the job for them.

They also try being more friendly and polite, trying to talk nicely to them thinking that this is the issue. This doesn't get them very far. 

They use the logic approach, the carrot approach, and even try to make them fearful by sharing feedback from their superiors about their work.

Finally they try being more strict.

 

In fact, most of the methods managers use not only fail, but actually make things even worse by turning people off and turning them against you. 

If you are not careful, this could end up hurting your cause even more, and damage your relationship by creating resentment or remorse. 

 And once the damage is done, it is very hard to get things back on track. And you risk jeopardising the relationship and the work environment beyond repair. 

To be an effective manager, you need to do things differently.  

 

 

Here is What Effective Managers do Differently...

What I learned about managers who were effective at dealing with difficult people was this. Firstly, they were no different to other managers in the sense that they did not relish difficult situations, and often had to steel themselves to deal with issues they found uncomfortable. However, what set them apart was their willingness to face up to problems and tackle them straight away, no matter how hard they found this to do. This stopped the behaviour in its tracks and ensured there was no repeat of it.

What do most managers do? They ignore the problem or just wait in the hope that it will go away. Remember, if you ignore a certain behaviour, you are in effect, agreeing to it.

Or they baby sit the difficult employee and spend countless hours discussing the problem. Another mistake. By all means, explain your reasoning, and do the best you can to make them understand, train them and support them.. but don’t waste your time if you get the impression that it’s a recurring theme. Your brain is wired to think about negativity. So the longer you leave it, the more it’s going to be playing on your mind.

And they don’t let one situation with an employee get them down. Life is too short to be making your life miserable because of one employee. This is just part of management. You have address it and move on.

Secondly, these managers were also good communicators. Managing others is all about the way you communicate. They were crystal clear in their communication so there was no misunderstanding. In fact, this is one of the fundamentals of management that set's good managers apart from bad ones (you will learn how to communicate effectively inside the course).

Firstly, they communicated expectations clearly and communicated frequently. So it never got to the stage where there was a  really big formal sit down to review everything the employee has done. And that was designed to give them a steer in the right direction, a bit of coaching if needed. Help if they wanted help, and support. They praised them when they do a good job, they find out what their problems are, help them with whatever needs to be done, rather than just coming out at the end of a 6 month review and saying, you didn’t deliver on this or that.

They regarded frequent communication with their subordinates as very important, and they would spend time having team meetings and one-on-one’s so they know what they are aiming for. This was especially important at the beginning.

They also knew the right mode of communication to use. When it was time to hold an official meeting, when it was time to have an informal chat. When to communicate face to face rather than over the phone. They knew about body language and voice tone. These subtleties will make a big difference

They were, what you might call “nice managers”. Not to be confused with soft. They had a backbone to them. They were there to driver the train. And they would do everything they can to help you and support you, coach you and help you to make it there on time. But if you are late for the departure, the train is leaving without you.

They also didn’t waste time with people they couldn’t change. They were able to tell when an employee was going to be consistently difficult and were able to cut their losses and move things to disciplinary action quickly, if necessary.

It still amazes me how without changing anything in your management style, if you were to hire a different person, you would have non of the issues that the existing employee gives you. The reality is that some people are just difficult. And they always will be.

They were good at handling emotions. When you are a manager, it is natural to have anxiety about confronting employees, to have anger towards a resistant employee and to have fears about projects falling apart. There are a lot of feelings that drains your energy and affects your ability to function. And successful managers were able to distinguish their own emotional issues from their employees, so they are not projecting their own feelings onto them.

They know how to channel those feelings, how to handle negative emotions. Rather than relying on gut reactions and dysfunctional attitudes.

Real Management Dynamics Membership Program

(Based on 15+ years management experience)

In part 1 you are going to learn the fundamentals of management. Here we will discuss fundamental topics of being a good manager such as delegation, communication, being friends with employees, motivating employees and much more. Managing others effectively really starts with YOU. 

In part 2 we are going to go over an overview of reprimanding and disciplining and discuss the mindsets needed for effectively disciplining employees and getting the outcome you want. We also discuss emotions at work and how they can sabotage you and cause difficulty managing employees. 

In part 3 we are going to look at specific scenarios of difficult employee behaviour. We cover all the situations you are likely to encounter and give you effective strategies and proven to work, and word-for-word phrases on how to deal with each of situation.

Here is a small glimpse of what you'll learn:

(100% 30-DAY MONEY BACK GUARANTEE)


How to deal with employees who won’t listen to you or ignore you.

How to deal with employees who are rude and don't respect you- especially if they disrespect you front of others

How to deal with employees who won't take you seriously 

How to deal with employees who question your authority 

How to deal with employees who won't follow instructions

Have you ever had an employee tell you, "It's not my job?" I show you how to make sure that never happens again and how to get your staff to do almost ANYTHING you want them to

Word for word conversation scripts to know exactly what to say to stop their behaviour and get the employee back on track

What to do if you are afraid of giving orders for fear of rocking the boat 

How to handle ego clashes at work, when two employees can't stand to work with each other. 

People who blame others rather than looking inwards at themselves or create a constructive solution.

How to get employees to do the what you want them to do by being authoritative without being bossy (so they will still like you)

How to handle an employee who just isn't meeting the standards expected. 

How to earn respect from your employees 

How to deal with employees who have an attitude problem

How to deal with employees who complain all the time

How to deal with employees who disagree and question everything you say (Especially in front of others- almost deliberately doing the opposite of what you ask)

How to effectively reprimand your staff while simultaneously keeping them motivated to perform at their best.

Whether you can really be friends with your employees: The answer may surprise you

How to become a manager your staff will do just about anything for

When to terminate your staff’s employment (this is probably one of the biggest dilemmas a good manager will face)

How to handle a wide range of workplace scenarios such as: employees who are late to work, working with aggressive people, bullies at work, irresponsible employees, employees who show a lack of professionalism, ignorant people at work and working with unreasonable people!

The type of leadership you should adopt if you want to have a stress free and productive workplace- There are many! 

The single most important key to having highly motivated staff. (Knowing this will make your job as a manager infinitely easier!)

How to deal with employees who are negative

How to deal with employees who make mistakes all the time (even when they promise not to do it again, but doing it the very next day)

How to deal with employees who won't get the job done, or not complete the job fully (or perhaps they get it done but not on time)

How to manage older employees. (If you’re like many young managers, you might find it intimidating or awkward to tell someone twice your age what to do.)

How to transition from worker to manager

Secrets to motivating your employees so they want to work for you!

How to fire someone you generally get along with but when it comes to work they refuse to listen or comply with the rules. 

Employees who sulk and "go in a mood" because you have reprimanded them

Employees who are always late for work

How to know when to terminate your staff's employment (this is probably one of the biggest dilema's a manager will face)

The first thing you ought to know about difficult workers if you want to handle them effectively.

It does not matter who you are, where you work, or what your current level is – I CAN HELP YOU.

This training is jam-packed with some of the greatest insights you'll discover as a manager, and more importantly, how you can apply them to your place at work and start leading effectively.

I guarantee you'll start seeing real results as soon as you apply the techniques and advice I reveal inside.

Follow my advice & You'll soon Find Your Employees Respecting You, Listening to you and Even Liking You!

You will learn many proven ways to eliminate unnecessary work-related stress. And you'll gain a newfound sense of confidence because you'll now know exactly how to deal with the different kinds of employees. You'll be able to easily read, understand and PREDICT their behaviour, and know how to handle them accordingly.

What's more, you'll be able to instantly solve any staff crisis or arguments that explode at the workplace...with powerful tips and techniques used by my top managers. Simply put, this is the information you need by your side for as long as you are a manager, a supervisor.. or a leader in your company. 

This is REAL LIFE, applicable advice for managers who want RESULTS QUICKLY, who want to be effective and who want to eliminate the stress of dealing with difficult employees.

>>Act right now to eliminate your stress and eradicate employee disrespect<<

Think about this.. what will happen to your managerial career if you are unable to deal with difficult employee behaviour?

If You Don't Understand How To Effectively Deal With Difficult Employee Behaviour, You Risk Losing The Respect Of Your Staff, Your Team Failing, And You Getting Fired..

The reality is that you are going to get difficult employees in the workplace. It's just a fact of life. And if you are unable to deal with them, things will only get worse for you. 

Being able to do this effectively is not just a skill that is simply good to have, but a mandatory requirement of any effective and successful manager.

And if you don't know how to do this, you simply will not succeed... 

You'll find yourself failing more and more often, and gradually you will lose more and more of your ability to manage your team.

The team will not perform as well as they should, you may lose the respect of other employees and higher management, good employees will leave, and the job may not get done and you may lose deadlines. Ultimately this may lead to you getting fired and losing your job. 

No manager wants to be thought of as incompetent and be seen as a failure. It's embarrassing. 

Your life will be a living nightmare and you will most likely be stressed all of the time. 

On the flip side if you do learn the skills required to manage others better, and especially to deal with difficult employees, you will experience increasing confidence, increasing respect, and increasing control over your team. 

You will be effective, your team will get the job done and you will very likely be promoted and get pay rises.

You will find it much easier to motivate your team to want to work for you. And your precious time and energy will be spent doing your job to the best of your ability rather than being robbed and drained by having to constantly manage difficult employees.

This program gives you the secret strategies to the most effective ways of managing even the most difficult employee you are likely to find in the workplace, and without a doubt is worth HUNDREDS of dollars.

However, I'm going to offer you the entire training for an introductory offer of $27- TOTAL. 

It has taken me years to learn these skills and distill it down to what absolutly works (and now you can have it at your fingertips). 

The choice is up to you. 

Don't let it be your fault.. 

GO THROUGH THE ENTIRE PROGRAM

RISK FREE FOR 30 DAYS

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100% Risk Free
30 Day Money Back
Guarantee

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With this program, I’d like to offer you a way to try the training RISK FREE.

So go through all the video lessons, read all the summaries, and apply it to your workplace...And if you aren't completely satisfied with what you're learning, no problem.  Simply email me within 30 days and you’ll receive a prompt and courteous refund. 

No questions asked. 

What To Do Next…

Instead of using your usual tactics that sometimes work and sometimes don't, join my membership program and learn from me, so you can motivate people to do the stuff you want them to do — even getting people to WANT to do the stuff you want them to do! My training is based on real life experience, and I can guarantee you it will help you.

Simply click the "Get Started Today" button below and you’ll be directed to a secure checkout page where you can enter your payment details. After payment successfully goes through, you’ll immediately receive a welcome email with your private login info and the link to the members area where you’ll have access to all the training videos and exercises.

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