Managing employee sickness
It's 8.50am on a Monday morning and your phone rings. "Hi, it's John from Accounts. I'm sorry but I won't be in today as I'm not feeling good. To be honest, I've felt like it for a while and I am going to se my GP later to see what he thinks I should do." Two days later you receive a sickness certificate stating "anxiety and depression" and John has been signed off for 2 weeks. What do you do? Panic?! Should you pay John? How long is he going to be out for: Who is going to keep in contact with him? What happens (if) when he comes back....?
Absence due to sickness can put your company under increased pressure. In order to manage sickness absence fairly and in a legally compliant manner, you need to firstly monitor and record absence and secondly have a clear policy to deal with the times when your employees are off.
The above issues are the points that a robustly drafted sickness policy deals with. A clear policy helps guide employers and employees through what can be a very difficult and sensitive time. It can also help avoid costly and time consuming tribunal claims.
Is you sickness policy up to date? Is it GDPR compliant? If you would like to get in touch to discuss your sickness policy or if you have an employee who is off sick and you are unsure how to manage it, get in touch.
Do you know how your team works? Understanding what makes your team tick is critical to getting the most out of them.
I have recently worked on a project with a client who wanted to restructure. They have a fantastic mixture of young talent coupled with very experienced and knowledgeable team members. The restructure was needed to ensure that they had the right people in the right roles to help grow their business.
I agreed with my client that we would initially conduct two assessments. The first was the first was The Thomas International PPA Assessment. The assessment takes approximately 8 minutes to complete and provides an accurate insight into how people behave at work. It identifies a number of factors including their strengths and limitations, what motivates them and how they behave under pressure. Understanding how this team would react under increased pressure was a key reason behind selecting this assessment.
The second assessment was the Thomas International High Potential Trait Indicator or HPTI. This assessment helps identify leadership potential. the online assessment provides a tool to support and nurture leadership talent. HPTI measures six key trains which affect work performance - conscientiousness, adjustment, curiosity, risk approach, ambiguity acceptance and competitiveness. The report is delivered in an easy to read dashboard style and clearly shows the level to which those being assessed display each trait. Further analysis is provided and, most helpfully ideas on how to develop each trait.
The assessments were shared with my client and individual team members. Some of those assessed expressed initial scepticism at the assessments, however, when reading their individual reports, were surprised by their accuracy. My client was very pleased to have such comprehensive and visually presented reports on his team. The reports gave him the confidence to really understand the strengths, development needs and potential of his team and therefore ensure that the right people were in the right jobs.
Get in touch if you would like to discuss how you could help your team and company grow.