That means you must deal with two majorchallenges at once: understanding and appreciating the emotions of the employee and other co-workers, while making sure that the necessary work gets done. Responding to these challenges requires tact, sensitivity and flexibility.
Mistakes can mean not only hurt feelings, but potentially legal liability problems, too. The key is balance: You must consider the sick employee's needs and wishes while devising strategies to maintain the work routine.
First priority: Provide support
When employees tell you that they're seriously ill, your immediate response should be to provide support. Express your overriding concern about the person's well-being.
Resist the urge to dispense advice. Don't play doctor or offer pr...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- 14 Tips on Business Etiquette
- Illness controlled by medicine can still be a 'disability'
- 'Three Blind Mice' helps NIH staff understand disability
- Trade Secrets
- When religion is crux of workplace problems, base discipline on behavior--not belief