How should I deal with a good employee who avoids team meetings, calling in sick?

  • How should I deal with a good employee who avoids team meetings, calling in sick?
    Independent.t. E.
    Question: one of my employees is often sick and asks to work from home. I noticed that she phones in sick on the days there are scheduled to meet the team and feel that she’s avoiding them. I can’t complain about her job, she exceeds all expectations, even in those days she works from home. However, I need it in the office. What is the best way to bring it with her?
    https://www.independent.ie/business/in-the-workplace/how-should-i-deal-with-a-good-employee-who-avoids-team-meetings-by-calling-in-sick-37185507.html
    https://www.independent.ie/business/article37185506.ece/7f766/AUTOCROP/h342/2018-08-05_bus_42979587_I1.JPG

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Question: one of my employees is often sick and asks to work from home. I noticed that she phones in sick on the days there are scheduled to meet the team and feel that she’s avoiding them. I can’t complain about her job, she exceeds all expectations, even in those days she works from home. However, I need it in the office. What is the best way to bring it with her?

Response: although this employee’s performance is not a problem, this situation can serve as a bad example in the command and influence of cultural specifics on what is or is not acceptable. There is also a chance that the officer won’t last long-term, and – given that it exceeds all expectations – this needs to be addressed. In connection with the lack of attendance at meetings of the group can most definitely create gaps in knowledge, as well as a growing emptiness in the relationship between team members.

Common diseases should be investigated. As it specifically around meetings, it is alarming that this could be an internal problem. It could mean that she either avoids presenting his work, which is unlikely, as her work exceeds all expectations, but perhaps she doesn’t know it, or she avoids a specific person or people in the team.

1 to explore: such an employee may experience problems in her personal life and what is around the appointments may be a coincidence, so it must be handled tactfully. Tread softly. Conversation with her is important. Only after this conversation that you are moving forward.

2 approach is to start with the positive: it is important to know that the quality of her work is strong and she always exceeds expectations. It is important to start with a positive and show the full recognition of this may recognize that last work, which was strong. You should approach the fact that she missed some meetings, but to do it in the appropriate tone, not a disciplinary one – you want to make sure that everything was okay and to see if there was anything you could do to support her in the future.

3 approach the problem: this could go several ways the problem might be the unjustified lack of confidence in her work, health problems, a collision with another person at work or personal problems. You have to respect how much or how little she chooses to reveal and the necessary actions after will depend on this feedback. How do you respond to these reviews will be very important to your current relationship.

If it just happens a health problem and is cleaned, you can just go to four points. If there are personal or team issues members need to show support to take the necessary steps to resolve this issue.

4 approach – an explanation of the Domino effect for the team on this basis, should discuss the total cost of attending these group meetings. It is important for all team members to be aware of the team goal and to be aware of the Domino effect is missing from the meetings of the group.

It’s not about you pedantry about time and attendance; you must explain the overall strength of the team on the potential productivity and inadvertently the need for this to be resolved. While showing concern and flexibility, it is also important to have a clear understanding of the expectations of your team members.

5 ongoing support: this is an employee who exceeds all expectations which is not easy to find, so support will be important, especially if it’s a personnel issue. Before this conversation, You also need to consider your working from home policy.

Maybe worth investigating if it can officially work from home on certain days but not the days of the meeting. It is important to show support for this individual through a structured review process on a weekly/monthly basis if deemed necessary.

After a discussion like this, it is important going forward that the employee still feels like you are in his corner and the level of trust necessary to still progress in the organization.

Rory Walsh cork Regional Manager for Collins McNicholas recruitment HR and group services, which has offices in Dublin, cork, Galway, Sligo, Athlone and Limerick.

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