Any business which is in existence for a long enough period will eventually encounter employees with problems.
Here are three ways for you to help an employee who has displayed unhealthy habits: Recognize what the problem is To help identify the exact nature of the problem, you should talk with the employee in question.
Perhaps they have experienced problems at home, which are now spilling over into the workplace.
In other cases, unstable behavior may be the result of a substance abuse problem, which is now manifesting in adverse workplace behaviors.
Sometimes, the behavior may be the result of the side effects of mental illness.
Whatever the nature of the problem, it is worth allowing the employee in question to offer their perspective, and let them to tell their side of the story.
The problems may only be temporary, but once you know what the problem is, you can make a better decision as to how to handle it.
Offer resources to help the employee Eventually, any problem your employees have will be encountered by other employees as well.
For this reason, it is worth dealing with each type of employee problem only once.
Once you find out what the employee's problem is, you can then point them towards the appropriate resources.
As you refer employees with problems to these resources, you can then make the determination as to whether or not you need to update the resources, or keep them the same, based on the results employees with problems are able to achieve.
Make a determination as to when (and how) you will need to make a final decision While it is laudable to attempt to help employees with unhealthy issues, at some point, the business has to get on with day-to-day operations.
If the employee with unhealthy habits can not reach the stage of being basically functional by a certain time frame, then you will need to decide as their manager when and how they have exhausted their chances.
Very simply, if they can not improve their health, you may need to consider terminating their employment, so they can devote more time to getting better, and your business does not have to continue to deal with the distraction.
So, while unhealthy habits of employees can be a major distraction, they do not have to be, if you prepare properly beforehand by recognizing the problem, finding good resources to help the problem, and coming to a determination about when your business will have to give up trying to fix the employee's problems.
While it would be great to help every employee with their unhealthy habits, this must be weighed against the needs of the business, as well as the duty owed to other employees to maintain a great workplace.
This provides employees with problems a fair chance to improve, yet also makes clear what the consequences may be if their unhealthy habits do not change.
Copyright 2010, by Marc Mays
Here are three ways for you to help an employee who has displayed unhealthy habits: Recognize what the problem is To help identify the exact nature of the problem, you should talk with the employee in question.
Perhaps they have experienced problems at home, which are now spilling over into the workplace.
In other cases, unstable behavior may be the result of a substance abuse problem, which is now manifesting in adverse workplace behaviors.
Sometimes, the behavior may be the result of the side effects of mental illness.
Whatever the nature of the problem, it is worth allowing the employee in question to offer their perspective, and let them to tell their side of the story.
The problems may only be temporary, but once you know what the problem is, you can make a better decision as to how to handle it.
Offer resources to help the employee Eventually, any problem your employees have will be encountered by other employees as well.
For this reason, it is worth dealing with each type of employee problem only once.
Once you find out what the employee's problem is, you can then point them towards the appropriate resources.
As you refer employees with problems to these resources, you can then make the determination as to whether or not you need to update the resources, or keep them the same, based on the results employees with problems are able to achieve.
Make a determination as to when (and how) you will need to make a final decision While it is laudable to attempt to help employees with unhealthy issues, at some point, the business has to get on with day-to-day operations.
If the employee with unhealthy habits can not reach the stage of being basically functional by a certain time frame, then you will need to decide as their manager when and how they have exhausted their chances.
Very simply, if they can not improve their health, you may need to consider terminating their employment, so they can devote more time to getting better, and your business does not have to continue to deal with the distraction.
So, while unhealthy habits of employees can be a major distraction, they do not have to be, if you prepare properly beforehand by recognizing the problem, finding good resources to help the problem, and coming to a determination about when your business will have to give up trying to fix the employee's problems.
While it would be great to help every employee with their unhealthy habits, this must be weighed against the needs of the business, as well as the duty owed to other employees to maintain a great workplace.
This provides employees with problems a fair chance to improve, yet also makes clear what the consequences may be if their unhealthy habits do not change.
Copyright 2010, by Marc Mays
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