08 Aug Focus on Five Gaffes, Reduce 95% of Problems
Sometimes it seems that there are literally thousands of ways to go wrong managing people, but there seem to be five critical errors that cause most of the problems. Focusing on those five, instead of attempting to train managers and supervisors on everything, is the way to get the greatest results.
1. Conducting Unlawful Pre-employment Inquiries
Inappropriate questions can be a source for claims of discrimination. To the extent possible, standardize the application and interview process. Make sure that all applicants for a particular position are asked fundamentally the same questions. Keep questions objective and focused on the job requirements and the skills necessary to perform the requirements.
2. Delivering “Dishonest” Evaluations
Too many managers and supervisors would rather be nice than honest. As a result, many legitimate actions taken against an employee based on lack of performance can be questioned on the basis of the nice reviews. Avoid putting off the inevitable. Do not overinflate performance evaluations or make promises that you cannot keep. If you set standards and they were not met, say so, and rely on documentation and objective criteria whenever possible.
3. Making Rash Disciplinary Decisions
Before disciplining an employee, evaluate the circumstances to avoid (or defend, if necessary) claims of discrimination and wrongful discharge. Review company policy and confirm that the employee received a copy of the policy. Conduct a thorough investigation and allow the employee an opportunity to give his or her version of the facts. Make sure similarly-situated employees were treated the same.
4. Committing Termination Errors /Omissions
Terminations are tough for everyone involved, and it’s easy to make mistakes in the interest of getting through the uncomfortable process as quickly as possible. We suggest you conduct a thorough review before discharging an employee. Tell the worker in person, using prepared notes, and keep it brief (10 to 15 minutes). Clarify the logistics of leaving and severance, but don’t make promises you can’t keep.
5. Making Uninformed Responses to Medical Requests
Few management tasks are more challenging than dealing with employee medical problems—the Bermuda triangle of FMLA,ADA, and workers’ compensation. The time to avoid the legal pitfalls is when you are first aware of the situation. Assess the employee’s rights under each statute separately. Generally, managers should contact HR when employees are going to miss work for reasons that might involve “the triangle.”
If you have any questions, or would like more information on this or any other HR-related topic, contact Prestige.