Confronting an Employee
How Supervisors Correctly Handle Confronting an Employee
Do’s and Don’ts to follow When Confronting an Employee for Reasonable Suspicion
There are a few basic do’s and don’ts when confronting an employee for reasonable suspicion.
You may have contemplated this scenario on previous occasions but said nothing. As a supervisor, you have a responsibility to maintain a safe, secure and productive work environment. It is your job to evaluate the performance and discuss these evaluations with the employee. As a supervisor, you need to ensure you protect the employee’s privacy.
No matter what your suspicion, there are specific do’s and don’ts when confronting an employee for reasonable suspicion and following them can save you and your company the threat of a lawsuit after. Firstly, understand that the situation cannot be public. When you decide to speak to an employee in a reasonable suspicion case, make sure your conversation with the employee is not conducted in a public forum. Keep the discussion wholly related to work performance and conduct. Emphasize concern for their work performance and provide documentation of what you expect when speaking with the employee. This is an evaluation of work performance meeting, not a disciplinary meeting. There is not to be blame for past actions, but rather concern for improving performance.
Another of the critical do’s and don’ts when confronting an employee for reasonable suspicion is to not try and diagnose the problem – your focus needs to be about work and performance. When you are confronting an employee you should not attempt to lecture them about their behavior or discuss drugs or alcohol in any manner. As their supervisor, you are to mentor them with ways to improve their performance or conduct. Keep the lines of communication open and focused on work. Be prepared to listen, but do not fall prey to excuses or allow them to turn the conversation toward their personal life or situation. If they get angry, stay calm. If they break down into tears, be compassionate but turn the conversation back to how to improve their work performance. Do not be misled by sympathy tactics, which will only lead you into covering up the situation.
By keeping the simple do’s and don’ts when confronting an employee for reasonable suspicion in mind you will be able to keep any communication with the employee focused on work. Do stay work focused and specific to performance and behavior issues. Don’t discuss personal situations, and get sucked in by sympathy tactics. Be prepared and professional and you will successfully navigate the minefield of reasonable suspicion.
