#7 Enforce the rules consistently. Adopt a compassionate attitude as you talk with the employee, and try to find out the cause of the problem. Chapter 10: New Manager’s Playbook–Having Difficult Conversations With Employees By Marcus Blankenship. Institute consequences for lateness. This is especially important when the employee is a low performer and disciplinary action may be necessary. There are certainly times when you have to be a manager. Talking about the problem . This can reduce their team spirit. Typically it happens when employees allow things to interfere with their schedule and this becomes a pattern. A hilarious conversation between HR Manager & Employee. An employee handbook is a great way to spell out your policy on excessive absenteeism, as well as the reporting process employees should follow if they’re late or absent. Begin with the creation of attendance management policies and an employment agreement that both parties agree to. Start With a Soft Approach to Set the Employee at Ease, but Don't Beat Around the Bush: The employee's level of anxiety is already sky-high and making more small talk while he waits for the bad news to emerge, is cruel. Unfortunately.. That’s not the world we live in. Try these nine crucial rules. When you approach an employee about their mental health, it’s important to establish an environment where they feel comfortable talking with you. Consider this; if an employee comes in late all the five days in a week but you only notice it on one day, they were technically late only one day of the week, since that is the only day you know about. Tips for Holding Difficult Conversations . By stating your disapproval of the tardiness the first time it happens, it lets the employee know that it’s unacceptable to arrive late in the organization. For an employee that is often late to work, the conversation … Start the conversation. 1) Agreements and Expectations. You are sitting in a conference room or standing around a buffet table with a group of people you don't know. It’s time to have “the talk”: The one where you have to figure out how to discuss poor performance with an employee. Even if you are the employee's boss, start by stating that you have some feedback you'd like to share.Ask if this is a good time or if the employee would prefer to select another time and place. Using the example above: If a manager needs to have a performance coaching conversation with an employee, they should always follow-up. Since it's the one employee that is late and not the others I need to speak with the employee that's late and make that clear that everyone else is arriving on time and I need to treat everyone equally so if it continues I will need to write him up. Even if the employee is doing great. Conversation between 2 colleagues discussing promotion for one of them What is the conversation about? But all of these unplanned employee absences are making it hard to run your business. This short, video-based course will show users how to prepare for, and carry out, a challenging conversation with an employee. From an HR perspective, you have to identify the behavior and give the employee a verbal warning. In a perfect world, angry employees would give you at least 24 hours of notice so you could review policies on how to deal with angry employees and plan your response before they get mad. So, after numerous attempts with more diplomatic approaches, I pulled him aside and informed him that if he was late again, I’d have to write him up. We do have the option of starting at 8:30 and leaving at 5:30, I'm going to offer that. There is a technique that you can use for this that is called the direct conversation or the crucial conversation. A buffet table with a group of people you do n't know to developmental... 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