Let’s be Leaderful
As a leader, it’s very common to encounter workplace challenges, such as tension between team members, hostility, accusations, and so much more. It’s during these moments that the depth of your leadership is on display when you show genuine concern, interest and respond with urgency.
As a leader, it’s imperative that we’re careful not to react to one side/one voice regarding a workplace issue. But rather, seek for a full understanding by exploring all sides/perspectives of a workplace matter. Who’s role should that be? Depending upon the circumstances, it would typically be the role of the immediate manager in partnership with HR. Or, HR may need to hold the lead.
Why can’t a leader proceed forward with the perspective of one voice? Sometimes the facts can become blurred when the emotions are at an all time high, thus making it hard to accurately follow the facts of who, what, when, why and where. Your HR partner should be actively engaged and helping to guide you and those involved with assurance that the concerns raised have been taken seriously and what they can expect as next steps. For example, the manager and/or HR will meet with employee(s) on the following dates to gather information from those directly involved and from co-workers that observed any relevant interactions etc. Once all conversations have occurred, a critical step includes touching base with the parties directly involved to assure them that the appropriate action has been taken (if applicable). Thank them for candor and ask that they reach out should there be any new or carryover occurrences.
Remember, a lackadaisical or sloppy approach to responding to workplace issues creates a loss for everyone involved.
Let’s be leaderful!
