Health and Disabilities in the Workplace: Part Four
Line managers play a key part in fostering a supportive workplace. The managers work alongside their teams on a day to day basis, and are more likely to pick up on individual needs, recognising that support could be required. Managers are responsible for building that relationship of trust with each employee in their team.
Managers also have the resources to raise concerns to the business where work may be having an impact of employee’s health, and access to more senior managers who can influence business decisions. They are a key communication channel between employees and the company, and can guide on workloads. In particular the manager is responsible for the workload within the team, allocating tasks and assessing team capacity. Monitoring the team and escalating resource concerns is vital to prevent employee burnout.
It is important to recognise that people have good and bad days. Recognising how the employee is feeling and checking in with their team is a good way to build a strong work relationship. Employees will feel comfortable discussing any concerns and their wellbeing where the relationship is open and without fear of losing their job.
Conducting 1-2-1s to engage with the employee on workload, stress levels, and any support needed including providing solutions to challenges is a key process for managers. Conducting these discussions in a confidential location, and with sensitivity is vital. Giving time to the employee, listening to their concerns and feedback, and then responding to give reassurance and solutions allows for both parties to full understand the position and to mutually agree a way forward.
Managers play a key part in ensuring that employees feel supported in their role. It is also important that managers feel supported when having discussions with employees in connection with health and medical conditions. Where the company has a HR team or HR consultants these representatives should be engaged in the discussions with the employee due to the complexities of employment legislation and a potential link with a disability.
Nockolds HR can provide further guidance on any of the information provided in this article. To discuss this with our HR Consultants reach out to us for a free telephone assessment on 0345 646 0406 or fill in our online enquiry form and we will be in touch.