They could put in 14 hours of work every day, 6 days a week for a month straight; but every once in a while, even some of your best employees will deal with personal issues…that will show up in work.
It can be health, death of a family member, divorce, or stress that leads to a decline in their performance.
Companies need to accommodate and support their employees, when they are going through a rough time. Companies who fail to provide sufficient support or recovery time can see losses in form of decreased productivity, increased absenteeism and health insurance claims.
A survey highlighted employees’ views regarding their health and mental well-being at workplace; 52 percent of the employees believed that the company does nothing to promote mental health amongst employees. 51 percent of employees reported that stress was the leading cause of reduced productivity at work.
When employees feel unappreciated they start looking for opportunities elsewhere or exhibit a decline in their productivity. Whereas, companies that treat their employees well and address their well-being experience a high retention and lower turnover rate. One way to take care of your employees is to be considerate when they are going through a personal problem.
There is a lot of grey area when dealing with employee’s personal problem. As a manager and a colleague, you can be genuinely concerned about your subordinate’s well-being, but you can’t be their friend.
By taking the role of a friend, you blur out the authority a manager has in employer-employee relationship. This means you have to be personally involved in their work and problems. A manager ends up becoming a therapist. You lose the ability to discuss the troubled employee’s declining performance, because you have too much information about their personal life.
You need to enable your employees to deal with their problems in a better way, rather than becoming a part of their pity-party. Avoid sharing your personal cell-number or being available after hours to resolve employee’s personal problem.
Show empathy and provide them the freedom of time to handle their personal problems.
The best way a manager can help an employee is by providing time-off to deal with personal matter. But this needs to be done with proper planning; you do not need to burden your other team members in order to provide ease to one employee.
Sit down with the employee and device a plan. Reduce their workload to provide them time to take early-offs and be less stressed about their work. You can also inquire about days that the employee will need to take a leave.
You can also get another team member onboard to act as a substitute for days said employee is on leaves.
After taking permission from the employee, share the news with other team members. This will make the entire team considerate about the ease of deadlines and missed office days.
Keeping a check on your employees even when they have steered clear of the crisis is a goodwill gesture that goes a long way. You can call, email, or drop by their work station to inquire about their health and well-being. This will ensure they are taken care of and appreciated.
Maintaining professional and personal relations at work can be difficult; there is a lot of room for error. You can take help from DFRI to build strong employer-employee relationship. We provide HR outsourcing services, formulate and execute comprehensive and strategic solutions, and resolve workplace conflicts. Call 1-877-803-3486 to learn more about our services.