10:00:56 From  Regina (PLAN): Slides: https://www.plan.lib.fl.us/slides/20210319monte1.pdf  /  Handout:  https://www.plan.lib.fl.us/handouts/20210319monte2.pdf
10:01:35 From  Jessica : Good morning!
10:02:05 From  Gayle : Good Morning
10:03:48 From  Joanne : Ideally one should apply EI when engaging in PM
10:03:53 From  Katherine : Sets the tone/parameters of the business environment
10:03:59 From  Candice : providing skill and techniques
10:04:23 From  Hope : I may have missed the handouts available today
10:04:49 From  Doris : Leadership and Emotional Intelligence helps build relationships with staff. The relationships will set the tone on managing staff performance.
10:05:26 From  Hope : I cannot hear you
10:05:49 From  Carol : yes
10:05:50 From  Kandace : yes
10:05:50 From  Jessica : yes
10:05:51 From  Katherine : yes
10:05:52 From  Sarah : Yes
10:05:52 From  Joanne : yes
10:05:52 From  Marie : yes
10:05:54 From  Darcia : yes 
10:05:55 From  Lindsey : yes
10:05:55 From  Sharon : yes
10:05:55 From  Regina (PLAN): Hope, if you cannot hear, you may need to log out and log back in.
10:05:56 From  Susie : yes, I can hear fine
10:05:56 From  Rebecca : I can hear fine
10:05:59 From  Darcia : I had to turn the volume up.
10:06:04 From  Hope : ok, I can hear now thank you
10:06:52 From  Katherine : have a plan
10:06:54 From  Joanne : have a dstination
10:06:58 From  Rebecca : Need to have an end goal in order to achieve it
10:07:05 From  Carol : Work for a specific goal
10:07:26 From  Kandace : communicate them
10:07:28 From  Kandace : specify
10:07:35 From  Susie : cast a vision and make a plan
10:08:05 From  Jessica : yes
10:13:50 From  Carol : what the difference would be btw mentoring and counseling?
10:14:25 From  Kandace : mentoring is teaching new skills, counseling is reviewing and reteaching those skills in a different way
10:15:01 From  Carol : Got it, thanks!
10:18:43 From  Katherine : micromanaging
10:18:43 From  Susie : micromanaging
10:18:43 From  Liza : micromanaging
10:18:45 From  Hope : micromanging
10:18:48 From  Candice : neglect
10:19:08 From  Susie : you don't trust their abilities and judgment
10:19:08 From  Carol : that they are not to be trusted
10:19:08 From  Katherine : lack of trust and they are incompetent
10:19:08 From  Liza : You don't trust them
10:19:10 From  Hope : you don't trust them to do the job
10:19:10 From  Rebecca : You don't trust them to do their job
10:19:10 From  Anne-Maire : You don't trust them
10:19:11 From  Joanne : That they are incompetent
10:23:18 From  Katherine : hate it
10:23:20 From  Carol : Not I
10:23:20 From  Hope : no,
10:23:21 From  Darcia : Not me.
10:23:21 From  Liza : Nope
10:23:22 From  Marisa : nope
10:23:23 From  Rebecca : Nope
10:23:24 From  Sharon : no
10:23:28 From  Claudia : No
10:23:28 From  Susie : not generally
10:23:30 From  Pamela : I'm okay with it
10:23:39 From  Candice : we don't have one
10:23:42 From  Sonya : We stopped doing this
10:24:00 From  Pamela : It allows me to see what I am supposed to focus on
10:24:02 From  Carol : when we used to do it, I thought they were useless
10:24:05 From  Jessica : Wed don't in the libraries
10:24:16 From  Katherine : every year my supervisor includes unattainable goals - things that are totally out of my control
10:24:17 From  Halimeh : I wasn't too happy about it few years ago but I am ok with it now
10:24:44 From  Hope : We have not been doing them but we are going to start doing this again.
10:24:51 From  Pamela : I remind my staff about halfway through an do a review with them.
10:25:25 From  Katherine : planned goals should be discussed before entering in written contract
10:26:36 From  Pamela : I like to use mine to remind my supervisor that "other duties as assigned" is only 5% of the job, so we need to review what my duties are
10:26:55 From  Katherine : Pamela: I like that
10:27:36 From  Katherine : yes
10:27:37 From  Hope : Yes
10:27:39 From  Rebecca : yes. Many times
10:27:44 From  Katherine : different style
10:27:46 From  Marie : confusion
10:27:46 From  Wen : oh yes
10:27:47 From  Rebecca : Everything changes\
10:27:51 From  Liza : different expectations
10:27:53 From  Joanne : Start fresh
10:27:55 From  Pamela : The understanding of the job may change
10:28:09 From  Susie : new expectations, new style, different methodology
10:30:52 From  Pamela : That is why I like to review with the employees I supervise about every four months or so.  so when we do the annual evaluation everything is understood
10:32:03 From  Pamela : Transparency works!
10:34:15 From  Nicole : Direct coaching with specific examples, customer service webinars
10:34:25 From  Susie : you need to address this issue with the employee
10:34:29 From  Marisa : Show examples and explain what you'd like to see from them?
10:34:39 From  Wen : Address the behaviors not person
10:34:40 From  Hope : He could start with communicating more to others about changes or things he learned. This would be a start to working together.  Show him how you do this.
10:34:44 From  Katherine : Do I know they reason?  Did something happen in the past?  Was that employee bullied?  Schedule employee to "getting along with others" webinars."
10:34:48 From  Pamela : Be specific but not judgemental.
10:34:54 From  Darcia : This is common. I would discuss  the importance of speaking professionally and polite to coworkers and the general public. 
10:35:05 From  Jennifer : I schedule regular meetings with each employee, weekly or monthly and I would address this at one of these meetings. Discussing specific examples of this and asking how he thinks these situations could have gone better. Discuss this together
10:35:06 From  Pamela : Get an understanding of the situation
10:35:12 From  Doris : One-on-one. Explain the situation, explain the impact it has on other staff/sections, suggest ways to improve including training.
10:35:16 From  Katherine : That could be a cultural difference too
10:35:27 From  Susie : suggest training and WHY you are recommending the training
10:35:56 From  Halimeh : have a one-on-one private meeting with him and give the positive first then discuss the need to work on interpersonal skills.
10:36:12 From  Pamela : EXACTLY!  and not for the entire group.
10:36:30 From  Wen : Sometimes the person who is complaining is the issue.
10:36:49 From  Liza : It could help to hear his side of the situation too - everyone has different perceptions
10:37:03 From  Darcia : Yes, discuss the specific examples of what you've observed over time.
10:37:38 From  Gayle : I agree, document and discuss
10:38:01 From  Liza : and peoples' definitions of "nice" are very different too
10:38:30 From  Katherine : I love the "Welcome to Walgreens" greeting EVERY TIME!
10:46:43 From  Pamela : I get a little salty with my attitude
10:46:44 From  Marisa : the same thing
10:46:45 From  Rebecca : Same thing
10:46:46 From  Hope : frustration
10:46:52 From  Susie : keep doing the same behavior
10:46:55 From  Hope : not talk to them
10:47:06 From  Darcia : you will resent them. They will keep up the same behavior- they figure they can get away with murder.
10:47:06 From  Pamela : shutdown
10:47:15 From  Wen : Yelling at them.
10:47:40 From  Katherine : the problem festers
10:47:49 From  Pamela : Respect for the person dwindles
10:47:59 From  Katherine : it should not take 3 months
10:48:21 From  Hope : yes, I have come into a situation where some have been doing what the want for at these a year and some the whole time here
10:48:59 From  Pamela : Yep, Hope.
10:49:01 From  Anne-Maire : Yes
10:49:02 From  Pamela : yes
10:49:03 From  Carol : yes
10:49:03 From  Rebecca : I would
10:49:04 From  Darcia : Yes
10:49:07 From  Hope : It would have been better to take care in the beginning, it is challenging now
10:49:11 From  Katherine : yes - right away - don't wait 3 months
10:49:17 From  Darcia : I would like to be told right away.
11:01:21 From  Katherine : The supervisor needs to spend more time on Harry's review.  This one doesn't seem fair or Full
11:01:29 From  Halimeh : Thank you for this great informative session but we close at 12 and I have to leave now
11:01:59 From  Katherine : 3
11:02:06 From  Anne-Maire : 1
11:02:08 From  Joanne : 2
11:02:09 From  Gayle : 3
11:02:13 From  Jennifer : 2
11:02:14 From  Jessica : 3
11:02:19 From  Pamela : 2
11:02:22 From  Susie : 2
11:02:25 From  Marisa : are we rating the person or writing?
11:02:31 From  Tina : 3, need examples to justify higher
11:02:34 From  Marie : 3
11:02:36 From  Marisa : 1
11:02:46 From  Rebecca : 2
11:02:47 From  Marisa : ehh 2
11:03:29 From  Pamela : exactly.  Give specifics if possible.
11:03:53 From  Joanne : specifics INSTEAD of superlatives
11:03:54 From  Katherine : Harry got short changed - employees deserve details
11:04:29 From  Marisa : 4
11:04:31 From  Katherine : 4
11:04:31 From  Rebecca : 4
11:04:31 From  Pamela : 4
11:04:33 From  Anne-Maire : 4
11:04:34 From  Joanne : 4
11:04:35 From  Marie : 4
11:04:35 From  Jennifer : 4
11:04:35 From  Gayle : 4
11:04:37 From  Darcia : 4
11:04:38 From  Susie : 4
11:05:20 From  Katherine : 4
11:05:33 From  Susie : 4
11:05:38 From  Marisa : 5
11:05:40 From  Jessica : 5
11:05:41 From  Joanne : 4
11:05:42 From  Anne-Maire : 5
11:05:43 From  Gayle : 5
11:05:44 From  Darcia : 4
11:05:48 From  Tina : 5 for both Bill and the Reviewer
11:05:49 From  Jennifer : 4
11:06:08 From  Pamela : I agree Tina!
11:06:28 From  Susie : 1
11:06:31 From  Joanne : 2
11:06:31 From  Pamela : 1
11:06:34 From  Rebecca : 1
11:06:39 From  Jennifer : 2
11:06:39 From  Katherine : 2
11:06:41 From  Darcia : 1
11:07:02 From  Darcia : 2
11:07:13 From  Katherine : lack of example  - did he save the company $ or save a child from a burning building
11:08:01 From  Katherine : if one receives "Outstanding" there should be documented examples
11:08:08 From  Joanne : To go from 2 to 1 set and meet outstanding goals.
11:08:56 From  Katherine : our review forms do not provide enough space for examples
11:11:14 From  Gayle : Our evaluations must include statistics and documentation to justify the rating
11:20:17 From  Katherine : I have 40+ teen volunteers.  To each one I ask and specifically place in writing "Think about how you’d like to leave your mark on Dunedin Public Library."
11:20:29 From  Katherine : I've done this for years
11:20:59 From  Katherine : I do not have direct employees at this time.  That's why I'm here.
11:21:04 From  Anne-Maire : Have good documentation!
11:21:05 From  Marie : Listen first and always communication expectations
11:21:34 From  Susie : I like the idea of keeping a file for employees
11:21:38 From  Darcia : The importance of conversations. and scheduling one on one meetings more often.
11:21:53 From  Hope : Yes, keep notes
11:22:02 From  Katherine : I also keep notes in Outlook.  That way when they request a letter of recc. I can look up their outlook record and walla … its there
11:22:34 From  Pamela : listen
11:23:12 From  Gayle : Give credit when due
11:23:38 From  Pamela : Empower
11:24:31 From  Hope : Thank you, I will see you next week.
11:25:09 From  Katherine : thank you.  Again, this series is terrific!
11:25:12 From  Carol : Thank you so much!
11:25:15 From  Tina : Thanks!
11:25:16 From  Susie : thank you!
11:25:17 From  Wen : Thank you so much.
11:25:18 From  Darcia : Thank you! You too
11:25:19 From  Keisha Phillips-Daley : Thank you
11:25:19 From  Sharon : thank you!
11:25:22 From  Mary : Very, very good. Thank you.
11:25:23 From  Jennifer : Thank you!
11:25:24 From  Jessica : Thank you!
11:25:26 From  Sonya : Thank you.