When you’re the manager of a team, there’s a good chance you’ll have to deal with the questionable behaviour of an employee.

If allegations are made about an employee, surrounding issues such as bullying or harassment, poor performance or inappropriate behaviour, it can be difficult to know how to tackle the situation.

“We know that some managers worry they may be accused of the same behaviour they are trying to stamp out,” says EML Mutual Benefits Partnership Manager Kirsty Smith.

So how can you navigate the situation without creating extra drama? Ms Smith suggests the following:

  • Act quickly – don’t wait too long to address the issue
  • Choose a time and location that will allow the conversation to remain private
  • Allow the employee to explain their behaviour
  • Explain that the job requires a specific standard of performance
  • Keep the focus on the problematic behaviour, don’t get personal

After the meeting, it’s important to monitor progress – but allow time for improvement.

“Make a time for a follow-up chat with the employee to review progress and document everything, including agreed actions and outcomes,” says Ms Smith.

“It is important to remember that if a claim is made as a result of the reasonable actions of an employer, it will be declined.”

Reasonable actions relate to:

  • Transfer
  • Demotion
  • Promotion
  • Performance
  • Appraisal
  • Discipline
  • Retrenchment or
  • Dismissal of workers or provision of employment benefits to workers