Register Online - Add to Cart


Sponsored by Lorman Education
Product ID: 408871EAU
Credit & Course Provided by:

How to Handle an Overly Talkative Employee

OnDemand Webinar (57 minutes)

Learn best practices for coaching your overly talkative employees and how to ensure the coaching is sustained.Many managers and coworkers often find themselves at the mercy of people who simply talk too much. These people can often be a drain on productivity and even morale and colleagues often avoid them or dislike working with them. Often these employees lack the self-awareness to understand the impact of their behavior and require some coaching. Unfortunately, since many managers often write these behaviors off as unfixable, they often go unaddressed until a major mistake or conflict is created due directly or indirectly to the talking. This topic will help you understand or gain a realization that such behaviors can often have extremely negative consequences and brushing off coaching conversations will likely make matters worse. It will also help you see clearly with some specific examples of how talking too much led to some devastating business consequences. It will also provide a guideline for coaching this behavior and following up to sustain the success. It will finish with some best practices to ensure the coaching is sustained.


Michael Cox, Michael Cox Management and Sales Training


How an Overly Talkative Employee Can Be an Issue

• Lost Productivity - e.g., Lost Sales, Lost Customers, Lost Respect

• Loss of Time - Missed Deadlines, Others' Missed Deadlines

• Frustration From Other Employees - Potential Conflict

Understanding Why It Is an Issue

• Insecurity or Need for Attention or Affirmation

• Stress

• Undeveloped Listening Skills - They Gain Info Not Through Questions but Through Statements and Others' Reactions

How to Deal With It as a Manager or Colleague

• Inject Yourself or Thoughts Into Conversation - Paraphrase - Let Me Understand What You Are Saying … I'm Not Sure Where You Are Going

• Listen to Them Using Listening Acronyms

• Understand Your Role Is to Address the Issue as It Relates to Work - Coach Not Counselor

How to Coach This Behavior

• Coaching Model

• Help Them Recognize the Issue

• Help Them Plan How to Address and Fix It

Best Practices for Sustaining Change

• Coaching Follows up

• Assign a Mentor - Peer Pressure

• Set a Plan and Reward Success, Patient With Setbacks