As a very minimum every workplace should have a Code of Conduct which applies to all levels of staff in the organisation. A well written Code of Conduct becomes a very useful document when dealing with attitude or behavioural issues.
The Code of Conduct made a challenging discussion with a difficult employee much easier with immediate results.
The particular employee was getting very ‘comfortable’. Progressively arriving for work a little later, taking longer breaks, taking their time to respond to requests from customers and management and becoming quite brazen – unfortunately we’ve all seen the type.
Her amiable confrontation avoidant manager had had a quiet chat with her, but this did not result in any behaviour improvements. She rolled off various excuses. Above all she wasn’t respecting her manager.
After reviewing the Code of Conduct (previously signed by that employee) we provided her manager with coaching and a formal counselling script which gave her a new level of confidence making the difficult discussion less awkward and anxiety inducing.
Following the discussion, with the signed Code of Conduct lying on the table, the employee has decided they want to retain their job and is putting in an unexpected level of effort. The structured no-nonsense approach from her manager has re-set the boundaries of the work relationship.
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Managing people can be hard. Some leaders are confrontation avoidant or don’t want to damage the working relationship. While dealing with cooperative staff is not that challenging a difficult employee can be quite stressful.
But it doesn’t’ have be.
Clear boundaries and expectations MUST be set.
Start with the basics – a proper Code of Conduct to clearly set the expectations of what are acceptable workplace behaviours and how the employer will respond if they are breached.
We’ll provide the guidance from there if you need it.
For some long-term clients, where we have been a regular part of their people management processes, we have had some very direct discussions with certain employees resulting in resignations or substantial resets in behaviours.
Hunter Employee Relations can assist your business by updating your Code of Conduct or addressing particular employee attitude or performance issues.
Give me a call anytime to talk it through.
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Kind Regards
Michael Schmidt
M 0438 129 728
[email protected]
www.hunteremployeerelations.com.au
Industrial Relations - Employment Law - Workplace Performance
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