Discuss your concerns and observations. When possible, give an example of a recent situation you have witnessed, and explain the perception or impact (such asRead More →
How do I practice having a difficult conversation with an employee when the situation needs to be kept confidential?
You can practice with your peers without disclosing names or details. Another option is to set up a time to talk to your ER Analyst,Read More →
If you are simply giving an employee feedback, the employee is not entitled to a union representative. If the employee believes that a meeting willRead More →
If the employee says that there’s not a policy on what you’re addressing (such as dress code), what do I say?
Be specific on what exactly the problem is, what your explicit expectations are, and the impact this problematic behavior might be having on the workRead More →
If there is a concern brought to my attention, and I don’t directly supervise them, what should I do?
It depends on the urgency. If it has an impact on client/patient care, address it in the moment, then follow up with their supervisor. IfRead More →
If you wish to meet with an employee who makes-up stories or lies a lot and wish to have someone else to witness the conversation with your employee – whom should you ask?
This is a complicated situation that is very dependent on the facts; you should get advice from Employee Relations on how to best handle suchRead More →
Give staff specific examples on the behavior that needs to be corrected. It is helpful to give context to explain the impact to the workforce,Read More →