It’s possible to help an employee through a personal crisis while doing what’s best for your business.
- Find out what the situation involves, and what the employee needs in terms of time off, flexible scheduling, reduced workload, or other concessions. Don’t assume you know what he wants – ask.
- Offer EAP brochures, as well as information on vacation time, sick time, FMLA, or leave of absence that may be available.
- Act as an intermediary between the employee and her supervisor, to help balance the employee’s personal needs with the business needs of the company.
- Try to make clear what accommodations can be made by the company, considering the employee’s role with the company and management’s ability to temporarily shift his workload.
- Reassure the employee, her supervisor, and coworkers that the employee is just going through a temporary situation. Encourage empathy and understanding.
- Help the employee shape a “transition” plan that will enable him to gradually return to his former responsibilities.
- Maintain contact with the employee and check with him, as well as his supervisor, periodically to see if everyone’s needs and expectations are being met. This is especially important if the employee is away from work for some time.
- If it is determined that an employee’s problems are interfering with the company’s business needs, make every effort to gently guide her back to a resuming her former responsibilities. Try to make the transition smooth and gradual for everyone.
Workforce,January 2001, Vol 80, No 1, p. 66 SubscribeNow!