When Your Two-Way Street Becomes a Dead-End:
It’s a fact of life, our employees have needs outside of their job. And, when those needs arise during working hours, it’s important they be able to count on their job to understand. The two-way street philosophy centered around each party giving as much as they receive, is a fantastic way to allow such occurrences.
Employees who are allowed a bit of flexibility with their schedule are happier and feel respected. Employers with happier employees can enjoy higher outputs with increased sales. And it all revolves around a little give and take.
But, what happens when there’s too much giving and not enough receiving? When an employee takes advantage of your good graces? What do you do when your two-way street becomes a dead-end?
Time to evaluate
These circumstances can certainly be tough, especially with a seasoned employee. Taking a step back to evaluate the situation before making any decisions is probably the best idea. If your employee is having issues outside of work, they may not want to communicate the details. However, if you approach the newfound job performance as an evaluation, you may be able to have a better prospective.
When giving a job performance report, this is your opportunity to bring up tardiness, calling out, or any work-related offenses this employee has on record. Keep the meeting on topic. Don’t stray into personal details or non-working issues.
Document this meeting and have the employee sign a statement. This not only shows your employee you mean business, but it can also protect you later on. These days the law is rarely on the side of business owners, so document everything. Not sure what to write or how to perform an evaluation, download performance documents here.
Can the situation be avoided?
It’s incredibly frustrating when you have that one employee who takes advantage of the system. It can make you want to wash your hands of the entire two-way street philosophy. And, while the instant reaction is to toss the whole idea out the window, most of these situations can be avoided.
Each employee should receive a set of company policies when they join your team. These policies should carefully lay out detailed guidelines each employee must follow. Instances such as coming in early for a shift to be able to leave early or clocking out for an unscheduled appointment should be spelled out clearly in your policies. Using a fair and balanced system of rules, your employees will know exactly where the company stands on each issue.
Now, it’s understandable, not every incident that arises can be covered in your policy book. However, all generalized scenarios should point toward the importance of communicating with a supervisor. With heavy emphasis on proper communication, your employees have every opportunity to understand communication is key.
In the End
An unreliable employee not only stresses you out as the employer, it also affects the rest of your staff. They now bear the responsibilities bestowed upon the worker who didn’t show up. It’s up to them to either work harder to get a job done, or have it left there to be finished another time.
In the end, it’s entirely up to you to make the final move. Be sure to check with your human resources department. But, if you’ve documented poor work performance, tardiness, missed scheduled days, or other critical violations, you should be in good shape. You have the power to make changes in your scheduling that may or may not include an unreliable employee.
Turning a dead-end back to a two-way street frees you of the stress surrounding the daily struggle of staffing. When no longer faced with a toxic employee, your loyal staff will appreciate it as well.
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