It’s sad enough when an employee becomes seriously ill. What makes it tougher is that work doesn’t stop. Deadlines remain, customers need service and paperwork piles up.
That means you have to deal with two major challenges at once: understanding and appreciating the emotions of the employee and other co-workers, while making sure the necessary work gets done. Responding to these challenges requires tact, sensitivity and flexibility.
Mistakes can mean not only hurt feelings but also potential legal liability problems. The key is balance: Consider the sick employee’s needs and wishes while devising strategies to maintain the work routine.
Supervisors should handle such situations in four steps:
1. Avoid hands-off management
Now is not the time to withdraw and play a hands-off role. Instead, turn up your
An empl...(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
- Vandalism isn't always employer's responsibility
- NLRB: Grand Rapids Starbucks worker fired for union organizing
- As boomers get older, age-bias claims spike: Avoid trouble by heeding new DOL guidance
- 6 things never to say when you're the boss