At one time or another, most employees you manage will have personal problems that hinder their job performance. Often, the problems aren't serious and employees can quickly return to normal productivity.
But in some cases, deeper personal problems can cause long-time, productive employees to suddenly underperform, become tardy or react differently to co-workers.
This is relatively common: 10 percent to 20 percent of employees have personal problems that reduce their productivity by up to 25 percent, according to the U.S. Labor Department.
In such situations, you need to analyze the problem and meet with the worker. But it's vital that you talk with those employees in the right way. Why? You don't want to offend or embarrass the employee, nor do you want to spark a complaint or a lawsuit.
A lawsuit is possible because the federal Americans with Disabilities Act (ADA) covers employees with "perceived disabilities" as well as...(register to read more)
- New president, new Congress: 5 new employment laws could reshape HR
- National origin, language & religion: Legally managing diversity at work
- Management's independent review trumps supervisor's hidden discrimination
- Steer the interview back on track if applicant strays
- If disability affects performance, demotion may be in order