May 24th, 2018 Formatted: Superscript

To: Monika Beilschmidt, Human Resources Department Vice President of IBM Germany Formatted: Bottom: 0.69", Different first page header

From: Felicia Vargas, Human Resources Development Manager of IBM Germany

Subject: Managerial Training about What Not to Say at Work

Two weeks ago, Poynter Institute had given a one-day Managerial Training for all Managers in IBM Formatted: Justified, Line spacing: single
Germany. The training purpose was to increase IBM Germany Manager’s leadership quality, especially in
regards how to avoid losing respect from their subordinates due to some poor choice of words in
workplace.
In this report, I would like to explain the purpose of the training, the summary of the main topic discussed
in the training, and also the cost and evaluation of the training.

Purpose of the Managerial Training Formatted: Font: Bold

Based on the annual anonymous survey held by HRD (Human Relation Department) of IBM Germany that Formatted: Justified
is mandatory to fill by all of IBM Germany employee, it is shown that the employee work satisfaction only
reaches about 85% in total, compared to last year’s 95%. This survey shows immediate action must be
taken by IBM Germany to ensure that the work satisfaction of the employee should be high to warrant
employee’s high productivity.

Further analysis shows that the main factor that contributes to the significant reduction in the statistic is
due to the recent big turnover for Managers position in several departments in IBM Germany, which
mostly comes from various IBM overseas Germany and other non IBM corporations. After further
discussions are held by IBM Germany HRD and Poynter Institute, it is concluded that one immediate
approach that could be taken by IBM Germany to solve this issue is to hold a one-day training for all of its
Managers regarding “What Not to Say at Work”. Formatted: Font: Not Bold

Structure of Training

At May 17, Board of Directors of IBM Germany approved a proposal to hold a one day Managerial Training
regarding “What Not to Say at Work” to increase IBM Manager’s leadership quality in hope to increase
the work satisfaction in IBM Germany next year. The training is held on IBM Germany by Poynter Institute
with Jill Geisler, Head of Leadership and Management at Poynter Institute as the main speaker, and with
the audiences all Managers, from first-line and up to Department Vice Presidents of IBM Germany.

The five hour training sessions consisted of three parts:

 A one hour session of general issues regarding the connection between managerial leadership Formatted: List Paragraph, Justified, Bulleted + Level: 1
and the work satisfaction in workplace. + Aligned at: 0.25" + Indent at: 0.5"
What Not to Say at Work Managerial Training 2 May 24, 2018

 A two hour discussions regarding best practices in managerial leadership, focusing on what not to
say at work.
 A two hour of question and answer session, closed with the conclusion speech by key speaker.

Summary of the Main Topic of Training

Choosing what words to speak in workplace could affect the workplace satisfaction, especially if it is the
choice of words by managers that could affect their subordinates. There are some phrases that should
not be said in the workplace:

 “Do it because I’m the boss and I said so”

This would not earn manager respect from their subordinates.
 “I don’t care if people like each other around here, as long as we get work done”
In reality, team relations would affect team performance.
 “It’s not personal; it’s just business”
All people have feelings and Managers should account for that in every situation.
 “We’re all a big family here. People love working here”
This should be said by employee, since it would feel as self marketing if it is said by the Manager.
 “I wouldn’t give a choice assignment to someone who doesn’t come to me and fight for it”
This would dampen the spirit of brilliant introverts in the team.
 “It’s just the way I am; people should deal with it”
Subordinates should not be responsible to endure their Manager’s flaws.
 “What do you mean, you have to check with your spouse before saying ‘yes’?”
Many employees value work-life harmony and Manager should account for that in every
situations in workplace.
 “Social media? No thanks. Why the heck does anyone care about what somebody had for
breakfast”
It would make the Manager to look short sighted in the workplace.

And if one of those phrases are said involuntarily out of habit or other reasons, “I was wrong and I’m
sorry” could be said to mitigate the effect, provided that it is said with sincere feelings.

Cost and Evaluation of Training

The total cost for the one day training was $2,000, with $1,000 for the Poynter Institute speakers and
$1,000 is for the lunch and coffee break snacks for the total of 100 audiences of the training.

After the training, two anonymous surveys were held one day after the training and then one week after
the training for the employees to gauge whether there is any positive change for the managers, especially
the new ones. The surveys show there is a significant increase of 5% for the work satisfaction percentage
in just a week.