I need help with a project, I am in the middle of moving across the state for a new job and have an 8 month old baby to take care of. I really need help because I only have a few days left to finish it. Here is what I have written for part 1 and what I need to do for part 2.

Project Outline

Project Description

The following project proposal is incredibly important to the welfare of this company. In an article by Michelle Bennett, she found that the reason 57% of employees quit or left the company was directly correlated to its lack of quality leadership. Developing and training our leaders appropriately is feasible and essential to retain employees. It is important to understand the impact leaders have on employee satisfaction. If we are not providing professional development to build skills for them to become skilled in the soft skills required for business leaders then we are doing them a disservice.

Researching to build a basic outline of what leadership skills will best serve a business is the first step in improving employee retention. The improvement will include an implementation of specific management procedures to reinforce behavior aligned with company expectations. Necessary information will be provided on how communication, meetings, altercations, and employee corrections will be handled. The human resource department will seek out new hires who are emotionally intelligent, have strong communication skills, and employ flexible thinking. Administering a soft skills assessment can help highlight areas where an employee has strengths and weaknesses in this area. Using data to improve soft skills can also improve team performance.

In order to improve employee retention a company needs to train employees with the required skills. An improvement proposal begins with providing each employee in-person training to teach appropriate professional phrasing, increase emotional intelligence, situational awareness, and non-confrontational problem-solving. Assessing employees' leadership style so that we can provide the best fit for the training we are providing, Many companies do not have a cohesive task management list, rather than going without explicit instruction on procedures and expectations. When the same task is done in different ways, it causes confusion for new employees and those who transfer within the company. Leaders who skirt the rules and do what they feel and not what aligns with the company's concept of the proper way to complete tasks.

Proposal of "I Do, We Do, You Do"

I would like to implement an "I Do, We Do, You Do" system of mentoring for managers. In the I Do stage, the mentor will explain what their job expectations are by modeling each job as the employee takes notes. The We Do stage will shift from the mentor showing how to do the work to your managers by providing scaffolds such as prompts or partially completed procedures as they work alongside the employees and support them as they gain mastery over their new skills. Finally, in the You Do stage, managers will do the procedure independently to demonstrate their ability to independently on the skills they have been trained in.

A mentor will work with their assigned manager for up to one month. For the first week, they will demonstrate how all the work is to be completed based on company standards and expectations. The following week the mentor and employee will work on these tasks together, The mentor will provide feedback and the following week the trainer will be there but will allow the trainee to do everything by themselves, for the final week the trainer will watch, assess, and see where that person needs help, and devise an improvement plan. The manager will also have a written step-by-step guide on how to use all the systems in the store for all of the jobs. They will spend an additional month in each part of the store. For instance, if there are different departments they will spend a month in each department and learn everything there is to know about that department. It allows that manager to connect with the employees and with the employees' jobs. It also allows them to assess whether employees are working through the correct system and it allows them to be trained and to train the employees. For the third and final month, the trainer will come back and assess the manager.

Overall Risk Management Strategy

One of the main risks of implementing any new programs is internal risk. The lack of someone who can train a manager effectively isn't often easy to find. Somebody would have to train the trainer in order to be effective. It would also be an additional cost to the company, as having someone who is specifically hired for training is an additional expense outside of normal store operations. Because it is a new implementation there is also no historical data to track the progress of employees. In order to have historical data, you would need previous encounters and data to form. It is also a risk if there is only one trainer. If the manager receives the training and implements it, but the training is inadequate, it could also cause an external risk to customers. For example, if a manager improperly handles a situation it could lead to a lawsuit if it was not a subject that was covered in the training or was taught it could be a liability for the company.

First, we need to set up a committee to get a solid guideline on what is expected. We would need to get a lawyer to ensure that we are following all state laws and federal laws. We will need to specifically follow through with ensuring that our company is focusing on the correct direction that is necessary to achieve good management.

Next, we will need to develop an appropriate outline for our step-by-step guide for each manager and get somebody to write, edit, and print it.

Third, we will follow through with finding a trainer who is already able to use the systems and procedures in use.

Risk Categories

The three main risks for the company would be financial, external, and internal. To complete this training, they would need to have a trained individual, pay an additional salary, they would also have to ensure that the trainer is properly trained in all of the areas of the store. All of this is a financial risk if the plan is implemented incorrectly or if the trainer doesn't properly train the employees. Finally, if the trainer gives the employee incorrect information it could lead to a lawsuit. Lawsuits not only affect the company financially but also affect the company's image, which is incredibly important to create sales.

The next risk would be customers, which is an external risk, that would come about if there was a lawsuit. if our employees are not appropriately trained and we are not following our laws, particularly our state or federal regulations, it could lead to a lengthy and expensive lawsuit.

The third risk would be internal. This could include a lack of suitable individuals to use as mentors, individuals or groups resisting the changes, internal strife, and possible reduction of employee retention. The risk of insufficient mentors is a possible bottleneck that can be overcome with time but may increase the time and cost required unless sufficiently planned for. The resistance to change, internal strife, and lowered employee retention are also a possibility but are to be expected during any organizational change project.

Unit 2 Project Instructions Assignment Details: Use this risk template to complete the Project Risk Identification sections as follows:

Describe at least 10 risks for your project (i.e., 5 negative and 5 positive). You may use the categories that you described in Unit 1 to help you define the risks or choose another project example.

5 Negative risks are things such as the project going past the deadline, going over budget, a lack of mentors with the required expertise, improper or lack of training for the managers causing issues with customers, and internal issues caused by the changes such as internal strife or decreased employee retention.

5 positive risks are if the costs of training and employing the mentors are less than was expected whether through accepting lower pay or other methods, a higher than expected number of suitable trainers, the training of mentors was found to take less time than initially expected, a lower than anticipated resistance to the changes implemented, and an oversight in training that can be addressed with only a week or two of additional training.

List the risks identified in the Risk Register table in your template. Be sure to provide detailed descriptions of the risks and the potential impact on the project if the risk events were to occur.

Project Risk Identification

Project Risks

Risk Register

List the risks in the Risk Register, provide detailed descriptions of the risks, and discuss thepotential impacts on the project if the risk events occur.

Risk Category	Description of Risk	Potential Impact on Project
internal	Retention loss
external
Financial