Sometimes employees’ actions can be a cause for concern, thankfully [site_name] has a five-step action plan.

Talk It Through

Bad timekeeping, missed goals and a lack of focus are all irritating, but they could also be a sign an employee is troubled by work or personal concerns.

So before going all Alan Sugar on their case, take the time to sit down and listen to what they would like to offer in an informal discussion.

If it helps move things forward, involve your HR Manager to act as a liaison and see where potential issues can be resolved.

 

Tell It Like It Is

Listening is important, talking is incredibly helpful but being crystal clear about your expectations is paramount too. Explain the parameters within which behaviour is acceptable: no-one is motivated by a jobsworth boss but there must also be clarity about where the red lines are in the workplace.

 

Reject Serial Excuses

I was tying my shoelaces in the park and a squirrel ran off with my company laptop. Sounds nuts but it could be true. However, if it follows the incredible incident with the end of year report and the dry cleaners, chances are you’re being taken for a ride. This means not drawing a line in the sand but etching a do not cross line in concrete. No more excuses.

 

Form an Action Plan

Sometimes negativity and apathy in an employee is best tackled by offering a defined plan to get them back on track. This offers not only managed goals but support when things look wobbly. Set regular meetings to evaluate progress and discuss what’s working and what’s not. And, finally, stick to the timeline.

 

Let It Go

Not everyone has the drive that makes you love your work and your company. When all avenues have been explored and HR is reminding you of due procedures and responsibilities to colleagues, goodbye really must be the last word.

 

For the best behaved candidates get on to [site_name] and make your recruitment mission possible.