Are you making the decision?

Sometimes, in an effort to be seen as a good employer, we can be our own worst enemies.

I know – that’s not the kind of thing you expect an HR expert to say!

We can be guilty of wanting to give an employee options. We want to be seen as fair and reasonable. This is particularly prevalent when we need to have a tricky conversation with a team member – such as tackling problem behaviour.

Whilst it is certainly appropriate to ask an employee if they have any suggestions on how the problem might be resolved, you shouldn’t take this too far. Clearly, you would expect these suggestions to centre around how they are going to improve their conduct or performance. They may even offer ideas of something the company could do to support them.

However, ultimately you are the manager. And so, it falls to you to make a decision.

Don’t leave a conversation with an employee in the balance – where you have left it up to them to decide the course of action. Make it clear what the action will be and remember to include a timescale.

I always recommend that this is followed up in writing too – even if it is an informal discussion. This is essential in case further action or disciplinary is necessary.

For support with tackling problem behaviour, please contact us on 01256 328 428.