"Leave your personal problems at the door"...this doesn't reflect the reality of modern management.
With depression rates in the general population on the rise, chances are you and your business will increasingly be negatively impacted if strategies are not developed to cope.
In fact, recent research by Bensinger, DuPont & Associates found that 47% of employees say personal problems impact their work performance . That's a huge problems for managers. It is a significant problem that can impact overall business performance massively.
But this is a grey area for managers to handle when there is little official training available on how to manage this weekly problem in the business.
So how can you handle an employee whose personal issues are impacting work and help them to get their performance back on track? Here are some tips:
Check in with the employee to see if work issues are contributing to personal issues. Think about offering some personal leave, reduced responsibilities or part-time hours. Not only will this enable the employee to take the time to fix their personal issues but chances are they will greatly appreciate the gesture.
No matter how good of a boss you are, remember it is not your job to be a therapist. Resist this temptation. Not only are you not qualified to do so, you may blur the lines between manager and employee and make the situation worse. Focus only on the facts, address the resultant work performance issues and encourage the employee to seek professional help.
Even though your job isn't to fix them, simply showing an empathetic response to their issues will help. When people are feeling down, having someone who cares and is understanding will in itself help the employee. But draw your line.
Do what you can within boundaries. It helps no-one to give the employee support that the business cannot afford. Offer support within the limits of what is possible without impacting either the business or other employee.
You will need to accept that sometimes an employee with personal problems will need to exit the business. Don't beat yourself up about this once you have done what you can. If performance continues to suffer over time and it is negatively impacting the bottom line and other employees, don't be afraid to gently move into performance management mode and potentially exit the employee. They may not thank you at the time, but sometimes they simply need to leave, sort out their issues and start afresh with a new employer.
Managing employee personal issues at work can be draining. Remember to follow these steps but clearly set your boundaries both for yourself and the company.
CEO/Founder @ RosterElf
Magically Simple Staff Rostering Software