A reader writes:
I’m a supervisor for a crew of 11 individuals. One in all my very long time workers, Zed, has stage 4 most cancers. When Zed was first recognized about three months in the past, I requested if he would possibly take into account taking FMLA depart (we now have very beneficiant medical depart insurance policies). Zed refused. I feel it’s as a result of being his job is an enormous a part of his id, so he desires to work as a lot as attainable whereas he’s going by chemotherapy.
Zed is an exempt worker. He is available in days when he’s as much as it (two or three hours is a “good” day) and takes sick days when he’s in therapy or can’t are available in. He has been fairly good about giving me his anticipated schedule per week forward of time so we all know after we can anticipate him.
All of us like him rather a lot personally and are rooting for him.
Zed has not too long ago begun exhibiting habits that I don’t discover applicable in an expert setting. One in all his tasks is interfacing with, let’s say, the basket weaving division. Zed sends indignant emails IN ALL CAPS to and in regards to the basket weavers, complaining about their work, citing issues the basket weavers did incorrect 5 years in the past, and customarily making statements like “I don’t know what’s incorrect with these individuals.” My employees and I are annoyed that we solely have two or three hours a day with Zed, and when he’s within the workplace he spends his time complaining about different departments and what everybody else is doing.
Zed’s tone and habits are beginning to have penalties for his coworkers and our division, and I do know it’s time for me to speak with him. Do you’ve any suggestions for methods to say he wants to enhance the tone and method of his communications? It doesn’t appear to be a lot of a stretch to assume that that his analysis is having penalties for his psychological well being, which is spilling out at work. Ought to I recommend counseling or bereavement teams, or simply persist with the info of “your work is less than requirements, and you should enhance”? Ought to I push tougher for him to take depart so he can give attention to getting higher? (I’d anticipate resistance to this.)
I’d recognize your assist figuring out how finest to answer this tough situation and be boss and human being.
I reply this query over at Inc. right this moment, the place I’m revisiting letters which have been buried within the archives right here from years in the past (and generally updating/increasing my solutions to them). You can learn it right here.