Jhecie De Chavez is the HR Manager at Employment Hero and Compliance Advisor.
This decision is more than what the headlines indicate. It provides valuable lessons on how to communicate at work about changes and how to avoid letting small issues snowball.
Pay close attention to the symbolism in the workplace
Employers should be aware that physical workspaces often have symbolic value in the workplace hierarchy. The tribunal acknowledged that desk placement had both a practical and symbolic importance in this workplace. The back desk is where the branch managers sat traditionally and where ledgers and books were kept.
Consider whether the employee’s concern is a trivial one or if there are more serious implications that may not be obvious to management.
Documentation of role changes is important.
Documentation is crucial when changing the role or location of an employee. The tribunal found that the employer had failed to inform the claimant of the fact that he would be sharing the branch manager’s responsibilities with an inferior colleague. The employee learned this information indirectly after being told that he was to sit at a desk in the middle of the office, rather than the desk he thought belonged to the manager.
This situation could have been avoided if the change of status was communicated correctly instead of being a surprise.
It is important to be careful when moving senior staff in positions that they may perceive as a loss of prestige. Transparency, consultation and written communication of roles and responsibilities are all ways to prevent situations like this from spiraling out of control to the point that employees feel forced to resign.
De-escalate disputes
Priority should be given to understanding the employee’s perspective, rather than escalating a situation. The tribunal found that, when an employee raised concerns, the employer did not listen to the employee, but instead threatened disciplinary actions and made inappropriate remarks about the employee’s age. This further damaged the relationship. The tribunal noted that the employer’s actions followed some poor HR advice.
A proper discussion and a cooling-off period could have prevented an emotional confrontation. Early intervention and active listening can resolve most employment disputes before they become entrenched.
The original version of this article Avoiding a HR crisis due to desk placement appeared first on Human Resources News.
