a question for..
Discussion
Managers/Directors/supervisors.
One of your employees says to you, he is feeling ill, cant concentrate, feeling stressed doesnt want to do the job he is doing, hates his job, cant work with one of his work mates.. cant leave because he needs his money, cant get another job becuase he is too old and no one would take him. He feels stuck in a bubble with no way to turn.
How would you deal with that?
One of your employees says to you, he is feeling ill, cant concentrate, feeling stressed doesnt want to do the job he is doing, hates his job, cant work with one of his work mates.. cant leave because he needs his money, cant get another job becuase he is too old and no one would take him. He feels stuck in a bubble with no way to turn.
How would you deal with that?
To start with and I guess somewhat obviously, is to establish why they feel this way.
Assuming they started off OK or at some stage in the past, everything was all OK, what has happened to change this?
If it’s something at home, then apart from sympathy and a bit of slack, there’s not much you can or should do.
If it’s work related then you need to get on top of it quickly as the cause may be affecting others as well. What you should avoid doing is asking other employees what the issue is.
Assuming this is an employee you value, then simply ask “what can I do to make things better for you?” Asking that alone can have a hugely positive effect as it makes the person feel valued and puts things in their control and simply a “sense” of empowerment is sometimes enough to give someone a big lift.
If that doesn’t work, then you may be looking at someone suffering from depression which needs a kid-gloves approach both legally and morally.
Assuming they started off OK or at some stage in the past, everything was all OK, what has happened to change this?
If it’s something at home, then apart from sympathy and a bit of slack, there’s not much you can or should do.
If it’s work related then you need to get on top of it quickly as the cause may be affecting others as well. What you should avoid doing is asking other employees what the issue is.
Assuming this is an employee you value, then simply ask “what can I do to make things better for you?” Asking that alone can have a hugely positive effect as it makes the person feel valued and puts things in their control and simply a “sense” of empowerment is sometimes enough to give someone a big lift.
If that doesn’t work, then you may be looking at someone suffering from depression which needs a kid-gloves approach both legally and morally.
StevieBee said:
If it’s something at home, then apart from sympathy and a bit of slack, there’s not much you can or should do.
Ah! Sympathy. As an old boss of mine used to say; 'Sympathy? It's between s
t and syphillis in the dictionary. Now fk off back to work.'He was full of the milk of human kindness. Bless!
Now that's a management style i can identify with How long has he been working with you?
I would suggest to him that he takes a holiday and has a think about what he really wants. When he comes back put him on the spot and ask for his committment to the company, otherwise get rid, in a 6 man company you can't afford to carry anyone.
davidy
I would suggest to him that he takes a holiday and has a think about what he really wants. When he comes back put him on the spot and ask for his committment to the company, otherwise get rid, in a 6 man company you can't afford to carry anyone.
davidy
jamesuk28 said:
Sack him, but in a round-about way so you can't be done for constructive / unfair dismissal. I can't abide f***ing whingers.
For Ill - read Possible disability - therefore possible disability discriminationFor to old - read age - Therefore possible age discrimination
Be careful
www.fsb.org.uk legal help line tel number is a must for stuff like this. For only around £200 its great value for money I think. They have helped me out no end of times for legal / staff issues...
In such a small company you need to get rid of such dead wood ASAP !
In such a small company you need to get rid of such dead wood ASAP !
Edited by Golfman on Friday 28th March 18:52
Golfman said:
www.fsb.org.uk legal help line tel number is a must for stuff like this. For only around £200 its great value for money I think. They have helped me out no end of times for legal / staff issues...
Just joined up this week myself. £170 for the first year, £140 each year thereafter.Regarding the OP's situation, in a company of 6 people it is highly likely that the staff are the most valuable asset, therefore I'd be looking for ways to improve this chaps situation. Several good suggestions above to follow.
I'd think very carefully about trying to get rid of him, however, if he really is struggling with depression and it's the job that's the root cause, then it may well be the best thing for him to leave of his own accord.
I would suggest taking him for a pint and an open and honest discussion. Discuss his situation and be sypathetic, but also explain that you cannot afford to carry someone so it is important for both of you to find a solution.
I'd approach this in two simultaneous ways.
I would take him out of the work environment for a heart to heart chat. Be sympathetic and find out the root cause of his unhappiness. Listen carefully to him and discuss ways to make the job better for him. Agree to follow up with another chat once the changes( if any have been or can be made) say after a month. If he still feels the same way at the second meeting you could then suggest that a change of scene may be good and you would assist him as much as you could to help him find another job in a different company or industry. eg Time off to attend interviews etc.
At the same time I would be watching the performance of his work duties like a hawk. If he genuinely is this unhappy his work performance should be suffering, he will be putting additional workload on his colleagues, on yourself, and weakening the business. Monitoring his performance and benchmarkinhg him against his colleagues is necessary should the spectre of an Employment Tribunal appear in the future.
Should he begin to fall behind in his duties and start becoming a real "atmosphere hoover" at work, you will then have to start a discipline procedure. Do it by the book...... no shortcuts, no favouritism, three steps, three meetings, verbal then written warnings etc. See a solicitor to get the procedure correct.
Hopefully if you do go down the disciplinatory route he will see the writing on the wall and buggar off on his own violition, but make sure your procedures are squeeky clean and you have done everything the statute demands and the Employment Tribunal expects.
Happy Days,
Cheers,
Tony
I would take him out of the work environment for a heart to heart chat. Be sympathetic and find out the root cause of his unhappiness. Listen carefully to him and discuss ways to make the job better for him. Agree to follow up with another chat once the changes( if any have been or can be made) say after a month. If he still feels the same way at the second meeting you could then suggest that a change of scene may be good and you would assist him as much as you could to help him find another job in a different company or industry. eg Time off to attend interviews etc.
At the same time I would be watching the performance of his work duties like a hawk. If he genuinely is this unhappy his work performance should be suffering, he will be putting additional workload on his colleagues, on yourself, and weakening the business. Monitoring his performance and benchmarkinhg him against his colleagues is necessary should the spectre of an Employment Tribunal appear in the future.
Should he begin to fall behind in his duties and start becoming a real "atmosphere hoover" at work, you will then have to start a discipline procedure. Do it by the book...... no shortcuts, no favouritism, three steps, three meetings, verbal then written warnings etc. See a solicitor to get the procedure correct.
Hopefully if you do go down the disciplinatory route he will see the writing on the wall and buggar off on his own violition, but make sure your procedures are squeeky clean and you have done everything the statute demands and the Employment Tribunal expects.
Happy Days,
Cheers,
Tony
Thanks so much for the replies, over a general thought, talking to him and making it known that the company will help him as much as possible, but to let him know that him not wanting to be at the company isnt quite what i need!.
We are new owners to the business, so i dont know all the history but at the end of the day i need whats best for the company.
His work is very good, and he seems fast at what he does. But he doesnt do any overtime, like the others and if an urgent job pops up, he will still go home when he wants to. Not a company man at all!.
Such a difficult situation!
We are new owners to the business, so i dont know all the history but at the end of the day i need whats best for the company.
His work is very good, and he seems fast at what he does. But he doesnt do any overtime, like the others and if an urgent job pops up, he will still go home when he wants to. Not a company man at all!.
Such a difficult situation!
ginettag27 said:
not doing overtime shouldn't be seen as a problem
Its the way we have always employed, someone who will put the hours in, and can impress us on ability will win it over someone the same skill who wont put hours in.If a job needs finishing, then we kinda want them to stay on.
Its a hard industry
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