Workplace Performance

Build stronger capability, improve focus, and manage competing demands with confidence

Modern workplaces require more than just effort. They require clarity, structure, and the ability to manage competing priorities without losing control. When capability is not well developed, teams can become reactive, overwhelmed, and inconsistent in their performance.

The Workplace Capability Training course by Preferred Training Networks helps participants develop practical systems to stay organised, manage workload effectively, and improve follow through. This hands on workshop focuses on building sustainable work habits that support consistent performance across both physical and virtual environments.

The Manager’s Guide to Reducing Workplace Sickies

Although sickies are often joked about as being an Australian institution, they cost Australia billions of dollars every year. Of course, sick days are inevitable but some sickies are signs of despair and some sickies are discretionary.

Every manager who attends this breakthrough program receives a “managing workplace sickies workbook” written by a psychologist to help reduce the amount of sickies in your organisation.

Signposts of Sickies:

Sick of self

From time to time, people feel low esteem. Self motivation ebbs and tasks become chores. When people are sick of themselves they often feel more isolated and find it difficult to get back on track.

• Identifying the signs of low esteem and low morale
• Learning terminology that should be avoided
• Peppering in some pick-me-up through the day
• Keeping communication lines open
• Rewarding and recognise tasks

Sick of colleagues and people

You might notice that some of your people are not themselves. They just don’t seem to care about their colleagues. They become indifferent and often focus more on the process than the person.

• Identifying signs of disillusionment
• Thomas Killman Conflict Model
• Improving staff morale
• The power of positive communications
• Working with different personalities
• Building strong, dynamic teams
• Being aware that the team is only as strong as the least committed performer

Sick of work

This is the number #1 cause of discretionary sick days in the workplace. The employee is sick of the workplace. When that alarm goes off in the morning, they groan and look for options to take a sickie. These employees often have a hostage mentality and they are disengaged from your organisation.

• Identifying the signs of “sick of work”
• Employee engagement — who cares?
• The psychology of Adams’ equity theory
• Role ambiguity #1 cause of workplace disillusionment
• Generation differences what can you do?

Sick of Pressure

Throughout our working lives, we face constant hurdles and struggle points. Occasionally, employees reach crisis points and either bottle up the pressure or explode. Learn proven methods to regulate and release the levels of stress and anxiety in the workplace.

• Being aware of negative self talk
• Proven methods to relax and unwind
• Unravelling your thoughts and positive self talk
• Stress reduction techniques even on the busiest of days
• Being resilient at work – Does resilience really matter?

Sick Sick

When you’re sick, you’re sick. That is why the sick days are there. Usually you don’t want sick people in the workplace, and you would much prefer them at home resting and recuperating. However, in this session participants learn ways to avoid and reduce the amount of bacterial based germs in the workplace. And you also learn some ideas on how to keep employees fit and healthy.

• The cost of sickness – ABS statistics
• Being proactive instead of reactive
• Reducing the length of recovery time
• The impact of showing empathy

Maintaining a fit and healthy workforce – what can you do?

4 Benefits of running this course

• When employees hear that sickies are on the radar, discretionary sickies decrease immediately.
• Some sick days are signs of despair that are completely missed by managers.
• Some workplace sickness is preventable.
• Learn to reduce recovery times and increase productivity

THE NUTS AND BOLTS

This program can be conducted as in-house training on site anywhere in Australia.

GUIDELINES

Group Size: An ideal group size is 4?–12 participants.

Venue: For your convenience, you can choose to conduct this program at your offices. Alternatively, we can provide a training venue at a small additional cost

Duration: This program is conducted as a one day course.

Cost: Upon request.

Target Audience: Senior management, middle management, team leaders and supervisors.

Frequently Asked Questions

“I have great expectations for the future, because the past was highly overrated.”
—S. Stalone

Review the best tools to understand expectations

• Walk the talk
• Find root cause of problems rather than scatter gun symptomatic responses
• Reset expectations that can’t be met before disappointment
• Blueprint the expectation formulation process
• Build feedback loops to identify hot spots
• Discuss if customer perception is reality
• Critique strong supply chain relationship case studies
• Understand how customers form expectations in their mind
• Discuss the #1 communication mistake that causes disappointment
• Calibrate the robustness of your service recovery system

Managing Expectations In-House Program Details

This program can be facilitated at your office.

• Group Size: An ideal group size is 6 – 10 participants.
• Venue: For your convenience, you can choose to conduct this program at your offices. Alternatively, we can provide a venue at a small additional cost.
• Duration: Can be adapted to fit your timeframe.
• Cost: Upon request.
• Target Audience: Can be developed for supervisors, team leaders and/or senior management.

Ph: 1300 323 752, Email:[email protected]

The leader of the team is responsible for creating a good work environment for his/her team. This involves spending time trying to understand what motivates each individual and addressing problems faced by the team.

How willing are your people to give discretionary effort to you?

Ask yourself the following:

1. I understand the principle of discretionary effort (if not you can skip the other questions as this is critical).
2. I believe that there is a direct link between discretionary effort and organisational communication.
3. I know that each person gets motivated by different factors.
4. I am aware of the practices that lead to demotivation of my team.
5. I share the vision, mission and principles of my organisation.
6. I give my team autonomy in performing tasks.
7. I use different techniques to constantly motivate my team.
8. I discuss the thoughts and concerns of my team members.
9. I ensure that my team feels valued by giving them regular feedback.
10. I have set goals for myself and my team.
11. I actively listen to people without judgment.
12. I am aware of my own strengths and weaknesses.
13. I try to make the workplace an interesting place for everyone working with me.
14. I set achievable challenges for my team and reward them when they succeed.
15. I am personally very motivated and energetic.

Discretionary Effort Skills In-House Program Details

For maximum effectiveness, this program is best conducted as an in-house program.

Ideal group size: 4–12 participants

Venue: For your convenience, you can choose to conduct this program at your business premises. Alternatively, we can provide a training venue at a small additional cost.

Duration:  Course can be modified to fit inside your timeframe.

Cost: Price on request.

Target Audience: Employees, Supervisors, Team Leaders, Senior Managers or CEOs

If you would like more information on this training program, please contact: Deborah Dear on 1300 323 752 or email: [email protected] or contact us online today.