H.R. Should Always Start with Why
As a HR Consultant, I am often asked to advise clients about an employee
who is not performing
is suddenly making lots of mistakes
whose behaviour has changed and no longer what we expect in the workplace
whom we are receiving complaints from colleagues, customers/clients, or both, about
whose absence levels have increased over the last few months
If we have a new employee, it is important to understand what their expectations are – why are they behaving like this?
For an established member of the team, we need to explore what is happening and why things have changed.
My belief is that most people come to work to do a good job, and deliver on that most of the time. Curiosity is an important management trait – asking questions to try and understand what is going on, rather than making assumptions.
In some cases, we need to manage the situation formally, but before we do, ask the following questions:
Why are we now seeing issues that we haven’t seen before?
What have they done/not done?
What are the facts?
How long have they worked for you and how long has it been an issue?
If it’s just started, do you need to find out what’s changed?
Is there something going on at work or home?
Are they or a family member experiencing health or other issues?
If it’s been going on for a while, why have you decided that it’s an issue now?
Are they clear on what you want them to do?
Have you done everything you can to help them – support, guidance, training?
What conversations have you already had? What was the outcome?
If we do end up in a formal disciplinary or performance management process, asking these questions forms part of the investigation which is a key part of the process.
If you would like to find out more, please get in touch.
