It’s very interesting how we interpret other people’s behaviour; often our perception can be skewed by how we are feeling ourselves or from a previous experience.
I was recently asked about an employee who had started to arrive late for work on a regular basis, and kept ‘popping out’ to take phone calls. At this point most of you are already thinking clearly looking for another job!. That was my colleague’s immediate thought, however, being quite an empathetic soul I also wondered if something had changed in their personal life; had a family member been taken ill? or other circumstances changed?
The point here really is how important it is to talk to your employees. Say that odd behaviour is a result of covert calls to a Recruitment Consultant, how do you feel about the employee leaving? Are they a talent you want to keep in your business? This could be a wake-up call to address any issues that are making them feel dissatisfied or underappreciated.
Alternatively, they could be dealing with real difficulties within their personal life and it’s now impacting their ability to be fully focused on their role. I have seen many good, productive employees suddenly start to fall away from expected standards, and I’ve seen the massive impact a show of concern; a listening ear; a hand on the shoulder to say ‘we support you’ can have.
Most employers agree that these types of conversations are not always easy to have, but it doesn’t have to be a big production. Dependent on your relationship with the employee it can be a formal conversation in a meeting room or quick chat in the kitchen, or perhaps you have someone fairly senior within the business who is more at home talking to people on that level.
Always approach people with the benefit of the doubt, experience has shown you never know what kind of answer you’ll get in return. Start by telling them that you have noticed a change in their behaviour recently, what those changes are, and how it’s impacting their work or their colleagues. Try to ascertain if there is anything troubling them at home or work and whether they would like to discuss the issue so that you can help them? It is imperative to be fully supportive.
If they are looking for another job, this could be the catalyst for an open conversation that needs to happen. If they have already decided to leave, there may be little you can do to change their minds, so it’s important to remind them of what is expected whilst they are still an employee.
Whatever the outcome by talking to your employees you are creating a more positive, loyal productive workforce.
Sound daunting, then give HR Revolution a call we can give you the guidance you need to approach these situations. +44 203 538 5311 or email: email@example.com