We get calls all the time from employers who are looking for advice on how to deal with the issues arising from managing people. The caller isn’t sure what to do in a particular situation and they are looking for some guidance and direction.
Often, these conversations are centred on three main questions:
1. What are your legal obligations as an employer in this situation? Is there anything in the Employment Standards Act, the Human Rights legislation or in WorkSafe Regulations that tells you what to do?
2. What does your internal Policy Manual say about how this issue will be addressed? If you have a Policy Manual, be sure to consult it and follow it. Employees will expect that you will do what you say you are going to do.
3. What kind of employer do you want to be? Do you want to be the kind that employees trust and are loyal and committed to? The kind that engages employees and creates a great work environment? The kind that considers all angles of a situation and does the right thing, even when it is difficult? If this is the kind of employer you want to be, then the direction you need to take in a situation can become quite obvious.
When considering any action, this question can be a powerful one. The answer to this question often becomes what we call an “HR Philosophy” that governs all decisions whether by the leader of an organization, a board of directors or a manager on the front line. It helps everyone know what the overall goals of the organization are and it guides the actions to be taken. It makes every action and result intentional. And isn’t this what we all want? To be able to set an intention and see it come to fruition? This question helps you set this intention every time!
Your Assignment: Ask yourself “What kind of employer do you want to be?” and once answered, check and see if that is how you are behaving. Share your thoughts in the comments below!