Your questions answered

Under performing Patrick

You’ve taken on a new recruit, who’s just not performing.

It’s a common scenario – either deal with the poor performance or recruit again.

But is there more you could do?

We provide a complete service to deal with all employee issues from recruitment and induction to writing policies and setting up performance management processes – helping you keep staff on track.

Job hopper Jason

Recruitment is costly and time consuming. How can you make sure you get it right every time?

• Hold exit interviews – they will help identify why employees leave
• Carry out staff surveys – they will provide a great insight into the views of individuals and teams, identifying problem areas
• Improve your recruitment and induction procedures
• Ensure managers have received interview training

Dr's note Derek

A member of the team’s off long-term sick.It could be stress related or even a terminal illness.

It’s a tricky situation, which raises questions:
" do I have to keep their job open?"
" can I dismiss someone who is long term sick?"
" will I face a disability discrimination claim?"

• Keep in communication with the staff member without pressurising them to return
• Think about introducing flexible working policies and an occupational health scheme
• Re-training may be needed to help staff get back into their role

Hapless Harriet

You go to great lengths to ensure working conditions are safe but accidents can happen.

Legislation changes rapidly. How do you keep up to date?
• A Health & Safety audit will highlight any areas of non-compliance
• A risk assessment will grade the severity of potential risks and assist you in controlling them
• Lifting heavy objects can cause injuries – manual handling training helps keep staff safe
• Basic awareness training ensures all staff are aware of their Health & Safety responsibilities

Harassed Helen

A member of staff claims they are being bullied. You need to act but resolving it quickly and with minimal disruption can be tricky.

• Ensure any investigation follows due process – if you get it wrong, the alleged bully or the aggrieved employee could leave claiming constructive dismissal
• There are many laws to consider, from Discrimination to Equal Opportunities
• Develop company standards, such as a Code of Conduct and Diversity Policy.

Absent Angela

Persistent or unauthorised absence can mean you have to shuffle your best laid plans. What can you do to ensure you deal effectively with such members of staff?

• Analyse sickness records of all staff
• Set up an absence management process and write a policy
• Carry out return to work interviews and, if necessary, invoke disciplinary procedures
• Make sure managers are trained to deal with absence effectively

To claim your free business health check today click here, or call us on 01206 752100.