I would conduct a private dialogue with the employee to figure out what is the problem with him. I would be empathetic and compassionate while being professional to him. I would dig up to know why he has been missing work and putting little concentration in his work. I would like to have a clear understanding of the reasons behind the employees’ behaviour. Having a dialogue with him will enable me to know the matter with him and to what degree it has gone. Will also get a chance to see whether he has stress or it is his usual behaviour.
Additionally, I would evaluate the employee’s reasons which he has given regarding his behaviour. Evaluation of his rationales will enable me to know if he has a stressful situation or it is a personality. I would give him a chance to explain whether he can handle the situation himself or not. Furthermore, I would like to know what he thinks about the solution to his condition and if he is working on it. This evaluation feat will enable me to figure out how I can help him in his state. I would then know what to what degree the condition may affect the organization’s performance.
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Lastly, I would take decisive actions on his situation. If the case has a probability of corrections, I will give warnings to him. The caveats would contain the disciplinary measures to be taken if such kind of behaviour recurs. The probationary notices will also include what is expected of his performance improvement over a particular time. If a normal state can be recovered within a given time, I would give him some days off to improve himself. On the other hand, if there is a transparent accounting for the employee with a reliable understanding of probationary violation, it will lead to dismissal.
