Are you ignoring or procrastinating about confronting your employee about their behavior or their performance? Maybe the employee is going through a difficult time or their performance has gradually started to downhill or you are telling yourself that this is a tough labor market and you are afraid that you will not be able to replace the employee. It could be all three, but nonetheless instead of fixing the problem you are tolerating it.
While you continue to tolerate the behavior, consider these reasons to act.
Here are some tips on how to confront poor performance and bad behavior from your employees.
Managers love to do evaluations when employees are doing great work. It’s typically an easy conversation about how successfully the employee completed their goals last year and setting new goals. Quickly the conversation turns to a pay raise and if your company can afford a pay raise that sounds fair and rewards the employee’s efforts everyone is happy. Unfortunately, all performance conversations don’t go that well. In fact, some performance conversations can be down right painful!
When I started my business, I thought I needed more structure so that I would focus on work and not the dogs or laundry. Thus, I rented office space and had co-workers who also had their own businesses. I really enjoyed the connections I made there and still keep up with many of them. Did I get distracted? Of course, but it was different than the laundry, it was because a friend stopped by to chat or internet distractions. The point is, distraction is all around and many of us have to really work at staying focused. So what about working from home verses working in an office, are we more productive? We don’t have to travel on hwy 77, that’s a gift! Another gift, we likely don’t have to dress the same, we can wear our comfy, usually less expensive clothes.
Is it a good idea to offer a work from home option for your employees? Some of us believe that we can’t supervise our employees unless we share the same space? Is that really true? Can’t we measure productivity based on work results from home or office? And what about our ability to recruit quality workers in this increasingly more challenging time? Robert Half did a survey this month and when they asked professionals if they are more likely to accept a job offer if there was a possibility of telecommuting at least some of the time, a whopping 77% of them said yes! Let’s face it, when the unemployment rate is this low, we need a way to entice applicants. Here is what else the survey said.
Here’s the downside to telecommuting:
Some workers will abuse the situation, 22%
Working from home leads to feelings of isolation, 22%
Leads to poor co-worker relationships, 17%
Complaints of less facetime with executives, 12%
There is no one to bounce ideas off, 7%
Companies save a lot of money on office buildings but may pay another price. What stands out for me with the results is a lack of identified company culture and with the lack of connection comes the lack of loyalty to the company. We’ll see what happens with this newer phenomenon of working from home, will it stick or is it a fad?
What does Management or HR do if an employee shows up for work under the influence of drugs or alcohol?
It happens, in fact in the world of HR anything and everything happens. According to the National Council on Alcoholism and Drug Dependence (NCADD) in New York City, alcohol is the most commonly used addictive substance in the US. In fact, 17.6 million people, or one in every 12 adults, suffers from alcohol abuse or dependence.
So what do you do if one of your employees shows up for work under the influence of drugs or inebriated? Here are some steps that can help in those situations.
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