EMPLOYEE BEHAVIOUR
Introduction
In
this write up, I will be discussing about a topic that is a major concern for
employers, what steps should employers take to address behavioural issues among employees?
It
is important that organisations monitor employees and their behaviours, since
problems could result in a drop in productivity for the organisation, and even
litigation issues in some cases.
Therefore,
organisations generally put in place rules that define and govern the
expectations and conduct of both management and employees. For some
organisations they have in place a comprehensive disciplinary policy, whilst
others in addition to this have a Whistle-blowing Hotline and designated email
address where complaints can be lodged.
Hence,
when an employee joins an organisation, he or she should review and agree to
the organisation's rules, policies, procedures, code of conduct and discipline
policy, which must be clearly defined.
Terms
such as "Poor Performance" and "Gross Misconduct" may need
additional definition, so everyone is clear about what is acceptable and what
is not. E.g. Being Rude to a customer.
2)
TIME MANAGEMENT
Unplanned
absences cost employers a lot, and if it were to be quantified in monetary
terms, employees may be able to understand the negative impact of unplanned
absences on the bottom line of the organisation.
(I)
For example, when employees do not finish an assignment in a timely manner, the work of
other employees may be impacted. As a result, clear guidelines must be given,
e.g. before taking a day off employees must do proper handover.
(ii)
There are too many cases of employees not using their time at work for the
employers’ business, but rather they use their time to attend to personal matters
e.g. checking personal emails etc. The expectation is that: WHEN AT WORK,
WORK!!
(iii)
Getting to work on time, and the period taken for lunch breaks also matter. Some
employers give an allowance of an extra 5-10 minutes to accommodate any lateness.
If the employee is not managing that time wisely, then the company ultimately
loses.
What can employers do?
2)
Intervene as soon as possible: As soon as the negative behaviour pattern
becomes evident. The employee may not even realize that his/her behaviour is an
issue.
3)
Research the problem: armed with facts and data, address the issue directly. Do
not personalize it, and do not shout! Shouting displays a lack of control over
the employee and the situation. People perform better when they have respect
for their leader and not when they fear their leader. Shouting dilutes respect
and instills fear. It also demonstrates a leader's professional immaturity.
4)
Where possible, coach and help the employee to get back on track. They need
time and practice in "trying on" new and more suitable behaviour.
5)
If all fails, Termination may be necessary. If the employee continues to deny
his inappropriate behaviour and refuses to try to improve the situation, place
the person on the fast track towards termination.
CONCLUSION
Yes,
it is true that sometimes employers find it difficult to handle unacceptable employee behaviour, however I would like to conclude with a saying I like very much:
"The problem with the problem, is not the problem but a leader or an
organisation's approach and attitude in handling the problem".
Next publication, we will be looking at managing employee behavioural issues, which will elicit approaches organisations should use in managing their employees' behaviour through a good discipline policy.
Adaora
Ayoade
MD/CEOEZ37 Solutions Ltd
... consistently adding value

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