For the first edition of Mark’s Monthly in 2016, I thought I would share some advice that may be of help to managers in the New Year and that is that you should address any small concerns over an employee’s conduct or performance early in an informal manner.

Very often it is difficult to deal with concerns over performance or minor conduct matters. However, issues such as a lack of attention to detail, poor timekeeping, a below average attendance record and too much use of mobile phone in the workplace can have a negative impact on productivity and can affect morale so should be dealt with at an early stage.

Too often I have seen managers neglect to address minor issues at an early stage. The effect of this is that the issue “snowballs” and resentment builds up, leading to a bigger problem down the line.

The Codes of Practice on dealing with disciplinary issues in the workplace (the LRA Code in Northern Ireland and the ACAS Code in GB) advocate dealing with minor issues of performance and conduct in an informal manner. Very often all that is required is a quiet word where the manager flags up that they have noticed a certain issue and pointing out the improvement that is required. If this leads to the desired improvement, then that is the best outcome for all concerned. The employee is spared from formal disciplinary proceedings and the manager and colleagues of the employee benefit from the improvement. Only if improvement is not forthcoming or not sustained should a manager then consider moving to a formal disciplinary process for a minor performance or misconduct offence.

So, my message to managers this year is to nip issues in the bud early before they become bigger problems down the line. A quiet, informal conversation at an early stage usually benefits everyone involved and prevents the issue becoming a bigger one with more serious consequences.

Of course, as ever, I can be contacted for advice in relation to anything contained in this article or anything else to do with the law and good practice around employing people. Have a great 2016.

This article intended as a guide and for general information only and is not a substitute for taking specific advice relating to your situation. For specific advice regarding this or any other issue relating to employing people, please do not hesitate to contact us.