It is not all the time that an employee will be at their best. Some life events will reduce their focus at work. In this case, business owners can do something about it. They have to act upon it, especially if the business operation is at stake.
Given this point, the owner has to step in but with limitations. They still have to draw that line and be fair with the other members. They have to balance the situation for the business, the employee, and other team members. This way, the right decision will take place.
Ways to Manage a Member with a Personal Crisis
Life events can sometimes break a person’s emotions. It’s hard for them to handle things they go through in life. As a result, it affects how they perform at work. Business owners or their heads can’t help but notice that. In this case, the actions below can benefit them to manage the employee with this condition:
Make yourself available. It is a challenge to recognize signs if a member is having a tough time. In this case, creating a work environment caring enough for the members will make a difference. With the help of a good relationship with them, you can detect if something’s wrong. Your members will also have the courage to open up about it out of their will.
Listen with respect and know what you can offer. Allow your member to share what they can. Listen to every detail they want to disclose before you tell your insights about it. Moreover, you have to show your concern, but ensure to draw the lines between head and adviser. You have to stick with the facts and see what you can do for them. You can advise them to get the help of family law solicitors if the concern involves family relations.
Communicate with the rest of the team. The concerned employee might need some time off or an adjusted schedule to deal with the issue. In this case, it is best to let the other members know if they need to cover up some work. You don’t have to tell them in full detail. An employee’s issues shall remain confidential. It’s just that you have to ask for other members’ cooperation as well.
Have a company support system. A support network inside the company can make the members more loyal. It allows members to handle their issues without compromising their work. Moreover, it helps the members find the courage to trust and open up about their silent battles. It is out of their belief that the company will help them somehow.
Be sure about the source of the problem. It is vital to clear things up, especially the source of their issue. You have to know that work is not the reason behind it. If it is, you have to address it to prevent it from getting out of your control. Moreover, if you are one of the reasons, it is best to remove yourself from the picture and let Human Resources handle it.
Speak directly to the concerned employee. It is best to get the details straight from the member. Although you have heard a few, the concerned member is the best person to ask about it. In this case, you have to tell the member that the talk aims to solve the problem and not blame anyone. Furthermore, it is better to address the issue as soon as possible to prevent it from escalating.
Check the employee’s well-being after the talk. You need to confirm how the member is going after your conversation. You or someone from HR need to get updates about the member’s condition. This way, you will know what next course of action has to take place. Aside from that, you also let your member know that the company cares for them by doing this.
Don’t be too friendly. As much as possible, you have to be clear about it with your members. It is best to let them know how far they can open up to you. This way, you can prevent other issues from arising, such as favoritism. Moreover, you have to ensure that you’re not allowing them to sense leniency. In effect, you ward them off from taking advantage of the situation.
Life events might not always be in favor of anyone. For this reason, it is best to reach out somehow and know even a few things about what’s happening. You don’t need to go profoundly about the situation. But at least give them a sense of hope that the company is there to help.
However, you have to set clear boundaries. This way, you can address the situation, fair and square, without dragging yourself too much into their issues.
