“Developing the ability to skilfully handle unwelcome situations is a valuable talent and a worthwhile undertaking.”
- At times, an employee’s problems outside the workplace will interfere with his or her work. At that point in time, it is critical that the manager not try to become a counsellor to the employee. Instead, the manager needs to:
– Clarify expectations and standards (in other words, what this employee responsible is for and what does good work look like?) Hold the employee accountable for normal performance expectations.
– If performance continues to slip, offer help through your organization’s Employee Assistance Program (EAP) representative.
– Be willing to be flexible, to the degree possible, if the worker chooses EAP/human resource assistance.
– Take recommendations from an EAP or H.R. representative as to what can be done to help the employee get back on track.
– If the person refuses to seek assistance, the manager needs to be clear that no flexibility will be given and that there will be no tolerance for performance below an acceptable standard.
– Monitor performance closely (daily or weekly) and follow through with the organization’s formal process if there is no effort to turn the performance around.