RUOK? But…

I have spoken previously about the difficulty for employers in managing employees when they are impacted by personal issues.  This is the case because in turn, it usually impacts their work performance.  It is difficult for employers to know ‘Where do you draw the line?’  if at all, but at some stage you need to.

At HR Business Direction we are advocates, within the constraints of the workplace, for 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.  I believe most employers would support employees during difficult times or when they are experience mental health problem (after all one in every 5 Australians will experience a mental illness), however, at some point you need to draw the line if the impact on work continues to be problem.

But where do you draw it?  This becomes increasingly difficult when you know the extent of the employee’s issue.  For example, if we are talking about depression and attempted suicide, which unfortunately happens.  No one wants this to happen to anyone and no one wants to feel as though they played a role.  However, at some point, poor attitude and poor performance that impacts business, clients and other employee’s health & safety needs to be considered and dealt with.  We recommend in a way that is compassionate and considerate of the situation, but certainly don’t feel as though you can’t deal with it and therefore ignore it, as this will bring bigger problems.  We recommended taking things softer, slower and provide reasonable and appropriate support throughout the process.  It is important that reasonable action is taken in a reasonable manner.  Whilst this is always the case it is certainly one to consider more delicately in these situations.   So you can progress through the conversation of poor attitude or performance whilst asking RUOK? But…. seeking improvement.

At HR Business Direction, we are proud supporters of RUOK? in the promotion of regular, meaningful conversations in the workplace, and you can see how important the question RUOK? In a situation like this.   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.

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

 

Relevant blogs: The impact of Employees Personal lives on Employee Productivity ; RUOK? But where do you draw the line?