By Paul Falcone
Beside the point clothes, lateness, sexually offensive habit, let alone productiveness and verbal exchange issues...these are only the various uncomfortable subject matters bosses needs to occasionally check with their staff. "101 tricky Conversations to Have with Employees" deals practical pattern dialogues managers can use to facilitate transparent, direct interactions with their staff, aiding them ward off capability awkwardness and meet matters head-on. This functional, solution-oriented ebook walks readers via one of the most universal in addition to the main severe worker difficulties they're prone to come across. masking every thing from substandard functionality studies to non-public hygiene to termination conferences, this convenient advisor is helping managers deal with their individuals with dignity, focusing not only on what to claim yet easy methods to say it. this beneficial e-book presents confirmed recommendations managers can use to guard themselves and their organizations...and get the superior from their humans.
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Extra resources for 101 Tough Conversations to Have with Employees: A Manager's Guide to Addressing Performance, Conduct, and Discipline Challenges
Scenario 5: Inheriting an Employee with Disciplinary Problems Incorporating employees from other departments is a fairly common occurrence in corporate America. Of course, hiring someone from another group who is looking for a transfer is one thing; being told that you have to now incorporate someone from another department into your team in light of restructurings and other corporate initiatives—especially if he’s known to have performance or conduct problems—is quite another. And to make matters worse, you’ll sometimes have a newly inherited employee join your group with a set of unrealistic expectations established by the former supervisor: ‘‘My boss promised me a 10 percent merit raise this year.
However, the law itself was written loosely and provides plaintiff attorneys with lots of room to argue its merits and applications to the workplace. In addition, a number of states have their own interpretations of the ADA, many of which are even more liberal or employee-friendly than the federal version. Add the fact that remedies can include punitive damages, and your company could face serious legal exposure. In addition to deﬁning a disability as a physical or mental impairment (or record of such an impairment) that substantially limits one or more major life activities, the ADA also covers individuals who are ‘‘regarded as having’’ an impairment.
In matters regarding personal hygiene, employees will usually ﬁx problems that are brought to their attention both Individual Appearance and Uncomfortable Workplace Dilemmas 37 out of embarrassment and peer pressure. If the problem ever surfaces again, it would be easy enough to remind Dominic of this initial discussion without having to say much other than, ‘‘It appears that the problem we discussed about your breath may have become an issue again. ’’ With that commitment in hand from the second event, you could probably rest assured that the matter will become a nonissue from that point forward.