I hadn’t considered doing another post or a series, but it’s a great thought!  I agree there is an intervention to be had with the manager if they do get this to this point.  Perhaps they hadn’t been given any tools to help them.  Or maybe they have been given the tools they just haven’t made using them a priority.  One would hope these critical coaching skills are being emulated by the managers boss.  Reality tells me often times though,  it’s not.   I have seen too many managers promoted and not trained on the HR aspects of their job.  And when I say HR aspects I mean above and beyond the paperwork aspect to learning and understanding the human component in HR.

One thing we strongly believe is that we can’t expect staff to change their behaviors if we don’t examine and sometimes change our own.  What are you as a manager doing to address the issue?  How have you contributed to the issue?  That self-reflection is key.  It will also help to ensure that you as the manager have in fact done all you can to help the employee.

Thanks for your insights!
Kelly

I certainly hope there aren’t violent reactions to your insight!!  I love what you have added and it is so critical to stay on course.  It’s easy for managers to second guess their decision to hold folks accountable.  That’s why so many end up in HR without answers to their questions like, “what have you done so far to address the issue?”  If the manager doesn’t stick to their word and follow through the employee will continue to play the cat and mouse game.  It will also show others on the team what they can do to get away with inappropriate and counter-productive behaviors.

Thanks for stopping by and for sharing!
Kelly

Karen is the Resume Chick! Check out her important work and Blog at http://blog.theresumechick.com/