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)
- What are the rules governing employment of minors for summer seasonal work?
- Be prepared to justify military employee's discharge
- Don't embellish pay and perks to lure candidates; it will backfire
- Employers must wait 3 years to come off OSHA's SVEP list
- What's your responsibility under the new Georgia immigration law?