Duty of Care

There is NO time in any element of management, where it is ok to sacrifice your duty of care to your staff.  
Take the time to manage well, remember your staff are people not numbers and if you need help, ask for it.

Management is not an easy job!

Perhaps one of the more challenging parts of the management role is deciding when performance plans, training, coaching and mentoring haven't worked and it's time to let an employee go. If this is the situation the workplace is probably feeling the tension, individuals are possibly struggling with maintaining respect for each other and people are starting to tread on eggshells. I have witnessed some managers (despite their good intentions), trying to fast track the termination process in their desperation to get the workplace 'back to normal'.

Other managers believe that the way to be successful is to try to please everyone and avoid conflict. Rather than be honest and up front with the under-performing employee, the manager gives vague feedback that the employee can't use to improve - thus perhaps setting the employee up to fail. This style of management also results in frustration and tension for the team. 

Both above management styles indicate not only a lack of respect for the employee, the work team and the clients of the underperforming employee, but also a lack of duty of care.

There is NO time in any element of management, where it is ok to sacrifice your duty of care to your staff.  

Take the time to manage well, remember your staff are people not numbers and if you need help, ask for it.

A workplace culture without respect may survive but at what cost?

Respect at Work can help your staff and managers create a culture of respect, contact us now.