Coach2XL Consulting

Sparking excellence through engagement!

Disability Management

Do you have a staff member that seems to have lost their desire to be at work? Perhaps it is showing up as poor performance, bullying or unusual absenteeism.

This program will help your front line leaders identify and acknowledge a concern. If it is legitimate bad behaviour or poor performance, you have a duty to manage that. Conversely, if it is a legitimate health concern, you have a duty to accommodate.

Are they reluctant to approach an employee whose behaviour or attitude has changed? There is no need to be. The more responsive they are, the easier it will be to address an issue before it becomes a problem. And in doing so gain support as the leader. The problematic employee and the team, who by the way have long been aware of an issue, have been waiting for their supervisor or manager to take action. Will they?

There are many reasons why employees engage in benefit utilization. They may have legitimate health issues, they may be having personal problems. By the time you acknowledge there is a problem, they may already be well on their way to believing "sick leave" is their only option.

We will explore in depth how to address the employee. How to support them through the present circumstances. And how to speak to the rest of the team.
 

Here's a story;
A sure fire way to disengagement is not addressing an issue. For example; Sally sits beside Joe, Joe seems to have a pattern of chronic absenteeism. He is away a couple of times a month, he has appointments that he leaves the office early for almost every week. At first Sally wasn't bothered by it, but it has been going on for months now and she is the one left to pick up the workload that Joe is not completing. She starts to grumble, not to you her Leader, but to the rest of her colleagues. She never speaks to Joe directly about it, but each passing day makes her more frustrated and angry. It can manifest in a number of ways. One day she just loses it and screams and yells at Joe, she has still never addressed him directly.

Sally is feeling overworked, and there does not appear to be acknowledgement or recognition for her efforts. So one day she wakes up and she is actually dreading coming to work, she doesn't know if Joe will be there or not, and if he is, if he will last the day. She is tired and burnt out, she decides "forget it, if he can be away all the time, why can't I?" She pulls the covers back over her head after she calls in sick. And the cycle begins.

It is insidious and slowly works its way through your whole team. NOW you have a crisis.

What do your front line leaders do? How could they have prevented this? In a recent study it was determined that 17% of an organization's payroll is directly attributed to sick absences. Think about that.

Deanna will provide strategies and tools to find out what is really going on, respectfully and compassionately. Your employee does not have to disclose the actual circumstances, that is not what you are trying to get at. By letting them know you are aware there has been a change and offering support in a non-judgmental and compassionate way... Guess what? You have actually taken a step toward employee engagement.

Your leaders gain respect, trust and commitment by being real, compassionate and empathetic.


Do you know about mental health issues? Do you know the difference between a chronic health condition and an episodic disability? We will cover this and much more.

Contact Deanna to find out how we can support you in embracing Disability Management.

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