In keeping with the title of the article I am going to discuss workplace health, BUT, not in the way you might think …….
One of the services that I offer to clients, as a human resources consultant, is chairing all manner and types of workplace enquiries. Having chaired more enquiries in the 32 years of my career than I would care to remember, I have been presented with a wide variety of workplace issues to consider and assess.
What I have come to realise over the years however, is that in most enquiries employers are expecting me to close the stable door long after the proverbial horse has bolted. In other words, my knowledge and experience is being applied ‘back to front’ in my role as enquiry chairperson.
I’m sure you would agree that it makes more sense to address day-to day workplace issues as and when they arise, rather than leaving them to develop into a uncomfortable pattern or trend, that later requires ‘radical surgery’ to correct.
Taking the time, as managers and supervisors to be constantly aware of employee behaviour, interpersonal engagements, work outputs, timekeeping etc., which are out of step with the business’ values and direction, can in most cases result in these small issues being effectively resolved and put to bed, as and when they arise. After all, are these not part of our key responsibilities as managers and supervisors?
It’s been my experience and observation, and possibly yours too, that over time small, unattended issues “grow arms & legs” and become more complex, involving and affecting more employees and thereby becoming far more difficult to address later on. It’s often at this very late stage that clients first request me to ‘resolve’ (?) the issue, i.e. by way of a disciplinary or incapacity enquiry, at which point the employer usually intent on dismissing the employee.
It’s quite sad and unfortunate that very often, by the time I am approached and appointed to chair an enquiry, the employment relationship is on its last legs or has already broken down. A great deal of emotion has built up around the issue/s by this time and what should be a “we, us and ours” based work environment has changed into a “me vs them” situation.
The traditional rule-based, “do as I say”, punitive approach to addressing many employee issues is not sustainable and is quite counter-productive. It also does not encourage employees to take real responsibility for their behaviour. Ultimately this can be very costly to the business and to employees, in so many ways Workplace (mis)conduct such as insubordination, extensive absenteeism, gross negligence, sick leave abuse, poor work performance, incompatible work relationships and regularly failing to follow company procedures, does not occur overnight. These behaviours usually have a long history during which they have been either largely ignored, or the efforts that were made to address them were inappropriate, halfhearted or not thought through carefully.
We are all aware that in these very tough economic times employment is a precious commodity and opportunity for individuals, families, communities and the country as a whole. Replacing experienced employees and even those who are not so experienced, through dismissal and re-hiring, is costly and distressing for businesses and employees.
Taking a preventative approach to employee issues, rather than a reactive and punitive approach, will help preserve employment, encourage sound workplace relationships and cultivate personal growth, all of which translate into more productive, responsible and happy employees, and hence businesses.
The benefits of a preventative approach far outweigh the costs, on all fronts, of using an enquiry as a ‘first resort’, as is so often the case.
Is the cart busy overtaking the horse in your business or is it already ahead of it? If so, how will you go about placing it once again where it’s meant to be?