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Being a manager in today's workplace involves not only driving performance but also understanding and supporting the mental health of your team. When an employee's performance begins to falter, and mental health reasons are cited for absenteeism or avoiding performance discussions, it puts managers in a challenging position. Here's how to navigate this delicate situation:

Step 1: Document and Evaluate

Documentation: Keep detailed records of the employee's performance, including specific examples of where expectations were not met and any previous discussions about performance. This documentation is crucial, both for internal review and to support any decisions made.

Evaluation: Assess the situation carefully. Has the employee's performance declined suddenly? Are there any external factors that might be affecting their work? This evaluation can help in understanding whether the performance issues might indeed be linked to genuine mental health struggles.

Step 2: Initiate a Supportive Dialogue

Open Communication: Approach the employee for a confidential, supportive discussion. Express your concern for their wellbeing and clearly but empathetically discuss the performance issues observed. This conversation should be a two-way street, where the employee feels heard and supported.

Specific Examples: Use specific examples from your documentation to discuss where performance has not met expectations. This helps in making the conversation factual and focused on observable outcomes rather than perceptions.

Step 3: Offer Support and Resources

Mental Health Resources: If mental health is cited as a reason, inform the employee about available support, such as employee assistance programs (EAPs), counseling services, or mental health days. Encourage them to seek professional help if they haven't already.

Adjustments and Accommodations: Discuss any adjustments or accommodations that might help the employee manage their responsibilities more effectively. This could include flexible working hours, workload adjustments, or temporary reassignment of duties.

Step 4: Set Clear Expectations and Follow-Up

Action Plan: Develop an action plan together with clear, achievable goals, and a timeline for improvement. This plan should include steps the employee will take to address performance issues and any support or adjustments the employer will provide.

Regular Check-Ins: Schedule regular check-ins to discuss the employee's progress, challenges, and any adjustments needed to the action plan. This not only provides ongoing support but also keeps the lines of communication open.

Step 5: Apply Consistent Policies

Fair Application: Ensure that any actions taken are consistent with company policies and applied fairly across all employees. This includes any decisions regarding continued employment, should performance not improve.

Documentation and Review: Continue to document the employee's performance and any steps taken to support their improvement. This documentation will be important for any future decisions that may need to be made regarding the employee's role within the company.

Step 6: Prepare for Difficult Decisions

Objective Decision-Making: If performance does not improve despite support and accommodations, you may need to make difficult decisions regarding the employee's future at the company. Ensure that these decisions are based on documented performance issues and the fair application of company policies.

Legal and HR Consultation: Before making any final decisions, consult with HR and legal advisors to ensure that the process has been fair, that the employee's rights have been respected, and that the company is compliant with all relevant laws and regulations.

Conclusion

Navigating the intersection of performance management and mental health requires a balance of empathy, support, and firmness. By taking a structured, compassionate approach, managers can support their employees effectively while also maintaining the necessary performance standards. Remember, the goal is to support your team in overcoming challenges together, fostering a supportive, high-performing workplace.

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