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HONESTY IN THE WORKPLACE

 
 

BE HONEST WITH YOUR EMPLOYEES, IT'S NOT NEGOTIABLE FOR GOOD WORKPLACE CULTURE & BUSINESS PRODUCTIVITY...

 

We’ve seen it before - managers and leaders that shy away from harder conversations, in the hope that a wayward employee will find their own way back….Do yourself, your employee an most importantly, your culture a favour by tackling issues early and demonstrating strong leadership.

 
 
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Honest leaders and managers help employees find their way back with firm guidance, and if necessary, moving them on (post a good process of course). Pay attention to what is going on, and deal with it early.  While we all have bad days, if you notice the behaviour or performance more than once, have a conversation about it.

It’s not about “calling HR in”, rather a confident manager having a clear and honest conversation with
someone who is not doing the right thing.  If things don’t improve from there, get some guidance,
but don’t shy away from the initial conversation.


 
 

What to do about it:

  • Realise that it’s your role as a Leader to do something.  Re-set the guidelines and boundaries in which the employee can operate, and as a consequence, you’ll build a positive culture
  • Make sure you choose the right time, but… if it’s behavioural, and you witness the behaviour, tackle it then, in private
  • Don’t make it chummy.  Be clear, be fair about what you expect and why, make sure they respect you in your role by being professional about it
  • Help them figure out how to fix things, and if necessary, follow up and provide support
  • Don’t play favourites = deal with everyone fairly and honestly
  • Don’t let any employee walk out wondering “what that was all about?”.  Be honest, be clear and don’t fluff around the topic or make excuses for them
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No-one likes to be blindsided at performance time by a Manager who lists out all the things they have been doing wrong all year.  There should be no surprises in a performance review because conversations about the good, bad and the ugly should be happening all year around…

And lastly, assumption is never wise.  Don’t think that an employee knows they aren’t performing or behaving badly.  Maybe they do, but it’s just as likely they don’t… but I guarantee you those around them know.

One upside of these conversations is that people who are struggling in their role are desperate
for you to open the conversation – I’ve known many an employee who have shown absolute relief at a Manager starting the conversation.

And if you need more help, feel free to contact me.

 
 
 
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