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Helping Slow Learners at WorkPlace
People do not always take a similar amount of time to learn a concept. This sometimes puts managers in a frustrating position when some of their employees are not able to learn at the same pace as other employees especially when the subject being learned is as important as basic computer applications a skill which without, the job at hand cannot proceed.
Whenever a manager is faced with such a problem, the following steps can guide him to improve the learning abilities, skills, or competencies of his/her team member.
Firstly, maintain calm and do not shriek at them. An unfriendly workplace makes workers worried and hesitant. Concepts that are not being understood should be explained patiently (Prentice & Bredeson, 2010).
The manager should find out from the employee how they learn fast. The employee might be taking time to learn because the method of teaching is not good for them. The manager should find out whether the worker learns best through practice, on the job or exercise teach them according to their best methods of learning.
Thirdly, the manager can apply a formal training approach. Training formally involves the use of techniques that are hands-on or inter-personal. Through these techniques, the managers attention is focused on the learner all the time. Another strong point of the method originates in the fact that the learner can ask questions on topics that are not clear. The manager can also emphasize the information through other means like demonstrations and gestures.
The manager should ask questions to know how many concepts have been understood. In addition, the tutor should inspire the learner to ask questions.
Finally, the manager creates a reward scheme for slow learners once they achieve their goals. This raises their self-esteem.
Employees with a Poor Attitude on Management, Behavior, and Performance
Though poor attitude is pretty easy to identify, it is not easy to quantify. Managers who have a team member with a poor attitude can do the following to tackle such employees;
The manager needs to document the bad behaviors that originate from the bad attitude because it is not easy to document bad attitude which relative. The records should include among other things like late reporting at the place of work, uncontrolled rages, etc. Make sure to include dates when the bad behaviors were shown, witnesses, backup documents like emails, and so on.
Distribute the documents to other managers or members of the human resource department. This allows other members of the management to look at the evidence without biasness and advise whether action needs to be taken.
The manager should then arrange for a meeting to talk about documented cases of bad behavior, the manager should also participate in the meeting.
After the meeting, impartially discuss the reported case with the employee involved. In the discussion, let the employee know the effect and consequence of their behavior on them and the organization. Ask her what she is doing to change the situation.
With the help of the employee involved come up with a remedy plan. Give the worker a reasonable amount of time to execute the plan. It is also important to set another date to reevaluate the situation. Make sure the worker knows the consequences of their actions if the situation does not receive any positive change (Merkle, 2002).
Employees Who Take a Day Off Without Permission and Also Incites Others
The following steps show managers how they can tackle an employee who takes a day off and also incite others against the company.
Firstly, the manager should create a comprehensive leave policy that matches the organizations purpose, values, and goals. Matters of absenteeism and incitement are sensitive and employees should be communicated directly and clearly to know the effects of such behaviors (Mayo, 1964).
The manager should then have a one on one conversation with the employee to make him know what to expect as a consequence of his actions and what they have to say about their actions. The manager should find out whether the employee is willing to change and what plan he has to remedy the situation.
Share the situation with other managers as well as senior members of the human resource department. This is a consultative measure to seek advice on what other managers think should be done to tame such an employee.
If the manager does not change, then the manager should take necessary action according to the policy of the company.
Violation of Policies and Procedures
Companies have different policies and procedures that employees are expected to observe in their contact within the organization. Most of these guidelines are meant to ensure that there is harmony at the place of work. This harmony is important because it creates a good working environment between employer and employee and among employees. For example, a policy guideline forbidding a sexual relationship between a supervisor and an employee is aimed at protecting junior employees against sexual harassment from their seniors. Such a policy also protects senior managers from juniors who would try to offer sex to get favors. It is therefore a good policy that needs to be observed by all employees irrespective of their position. When employees start to violate the policy knowingly, as in the case, then the right corrective measure needs to be taken against such employees. However, the following procedure should be followed to address the issue;
Firstly, the manager should share evidence of relationship with other managers or senior members of the Human Resource department. The manager should allow his colleagues to give their opinion on how to go about disciplinary action or whether it is advisable to give a final warning.
The manager should then arrange a meeting with the two employees (supervisor and employee in a relationship), separately though, and give them the details of what to expect out of their actions according to the policy of the organization.
The manager should find out whether the two employees in a relationship are willing to change. If they are willing to change they should be given a final chance to improve on their character. If they do not change within a reasonable period, then the correct disciplinary action should be taken according to the policy of the organization (Halbert & Ingulli, 2012).
Summarily, employees in the organization who go against the policy of the company should be given a fair hearing to give their opinions about accusations laid against them and then later allowed to remedy the situation. If this does not help the situation then the correct punitive measure should be taken regarding the policy of the organization including laying them off.
References
Halbert, T. & Ingulli, E. (2012). Law & ethics in the business environment. Mason, OH: South-Western Cengage Learning.
Mayo, E. (1964). Hawthorne and the Western Electric Company. Cambridge, Massachusetts: Harvard Business School.
Merkle, J. (2002). Management and Ideology. California: University of California Press.
Prentice, R. A., & Bredeson, D. (2010). Student guide to the Sarbanes-Oxley Act. Mason, OH: South-Western Cengage Learning.
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