![]() That understanding is especially helpful when difficult conversations arise.Įven in the best of times, addressing topics such as poor performance, inappropriate comments and excessive absenteeism can be challenging for HR professionals. “I remind I understand the challenges they’re facing.” “I’ve got a zoo of people and animals,” White says with a laugh. She works from home with her husband and brother-in-law, who also work for APQC, along with her five kids, who range in age from 11 to 23, two dogs and two cats. White says she understands the challenges employees may face with the new remote-work environment. ‘Always start out seeking “why.” Don’t assume you know the root cause.’ “They have a place to work, resources, counseling and guidance. “People really can’t argue with something they signed up to do,” White says. A performance improvement plan was created and explained to both employees, with updated expectations written out, discussed and mutually agreed upon. The company revamped its office space to allow for social distancing, and the two employees who were struggling with working at home were asked to return to the office. The company’s 65 employees began working remotely, and their performance goals were reset to be “achievable and reasonable.” But “a couple of employees completely disengaged,” White says. ![]() ![]() “Then March hit, and everything went crazy,” says Ashely White, executive director of human resources at the Houston-based nonprofit, recalling the onset of the COVID-19 pandemic. When 2020 began, APQC, a benchmarking and best-practices research firm, was poised to have its best year ever.
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