R U OK? But where do you draw the line?

At HR Business Direction, we are proud supporters of RUOK? in the promotion of regular, meaningful conversations in the workplace.

There are many benefits to creating an environment or culture where asking RUOK? is part of the workplace and these range from having a positive workplace culture, minimising workplace risks, preventing discrimination, improving the retention rate of skilled and experienced employees, improved workplace morale and better employee engagement.

We are passionate about both helping our clients get a ROI from their people and creating working environments that support and prevent mental health issues.  We believe that this allows us to make a true difference in society – for businesses and individuals.  We are advocates, within the constraints of the workplace, in the aim of preventing any stress or other mental health issue in the first place.  However, sometimes mental health problems have nothing to do with the workplace so this is not always possible.  In these cases, the only option within the workplace is to support employees during difficult times.

But, where do you draw the line?  Unfortunately, at some stage you do have to draw the line.  This is often when personal issues becomes a performance issue and is affecting the business.   And this is a dilemma that I have struggled with, to be honest – exactly when and where do you draw the line?.

If absences are a result of the personal struggles of an individual (and I recognise that this can be tough on an employee), it can also be very tough on a business in covering the employee, particularly in smaller businesses.  Now, there are industrial relations laws which will prevent an employer from terminating an employee that has less than 3 months’ absences in a 12-month period, but how long do you continue to balance your desire to support employees with the needs of the business… where do you draw the line?

If performance is an issue in behaviour, productivity, disengagement and so on, again whilst is can be tough on the employee, it is also very tough on a business and those around who may need to pick up the slack so to speak and depending on how long it goes on for, possibly impact on the culture in a negative way.  How long do you support them and balance it with the needs of the business….where do you draw the line?

Whilst, support is great and is needed, do you struggle with where to you draw the line?  Tough one!  R U OK?

At HR Business Direction we are able to assist in developing a mentally healthy workplace and getting a return on investment from your people.  Contact us here.

Leisa Messer BBus(HRM); GradDipIR; CAHRI; IRSQ
Managing Director | HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
www.hrbd.com.au