In “Confronting Poor Performers: 6 Tips for Managers,” for Business Management Daily, the author expands on how business leaders can approach under-performing employees. Among the tips listed, a few point at attempting to understand and consider the employee and his or her character or personality. This understanding is necessary for a positive confrontation and to influence change.
As business leaders and managers continue to better empathize and understand their employees, greater workplace atmosphere can be achieved. The author advises supervisors stick to company guidelines when addressing topics such as physical appearance. For example, if an employee has a nose piercing and nose piercings are not allowed to be displayed while on the clock, the manager should remind the employee of such a company policy rather than insult the appearance and demand that it be changed.
A manager could say, “I’m sorry to bring this up right now, but do you remember that we have a policy regarding piercings in the office? If you could remove it as soon as you have a chance that would be great. Please keep that in mind for the future.” A manager would not want to say “wow, that piercing looks ridiculous. Totally unprofessional. Please, go take it out.”
While there is quite a disparity between the two statements, the key difference is that in the first statement the manager keeps his or her personal taste entirely out of the issue. The manager does the right thing and rests on company policy when approaching this particular subject. The supervisor works to understand an employee’s taste in appearance or fashion and does not insult it.
There are also other ways the personality of an employee can be considered. For another example, if an employee is a fantastic worker but is regularly forgetting to take a required break or go to lunch at the correct time, it may be in the best interest of the manager to consider the employee as forgetful rather than to jump straight to disciplinary action.
However, rather than having to continually remind the employee or hope that the employee fixes the clocking issue on their own, the manager should work with the employee to develop a system to remember to take lunch. Perhaps a clock could be moved so the employee could see it better or the employee could pick up a portable alarm.
As supervisors and other employees better adapt and relate to each other, greater trust and rapport is developed. This results in an enhanced workplace atmosphere and ultimately a more productive business.
For more information on human resource consulting or employer programs, contact Xenium HR at 503-612-1555 or visit www.xeniumhr.com. This article is intended as information only and is not a substitute for legal advice. Xenium HR is a professional employer organization specializing in strategic HR partnership with small and mid-sized businesses in Portland, Oregon.
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