How do I address an employee who is being too social in the workplace?
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 →
I’m confused. When is an employee allowed to have a union representative at a meeting?
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 →
What do you say when the employee thinks they’re perfect?
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 →