3. Follow Appropriate Disciplinary Procedures. If you do not already have such procedures in place, consider developing a progressive discipline policy and direct your managers on how to implement it consistently and fairly. For example, an employee with a performance or behavioral issue will first receive a verbal warning, then a written warning. If the underperformance or behavior persists, the issue will then be elevated to another level of supervision or management intervention. Under no circumstances should a manager fire an employee on his or her own. Even the most egregious infractions should be dealt with according to proper procedures.
4. Understand and Administer Corporate Policy. Every organization should maintain and distribute a print or digital format corporate handbook. The policies outlined in that document are the blueprint to how your organization is run, and the handbook itself can become a legal piece of evidence in the case of a lawsuit where an employee claims that he or she has been treated unfairly.
5. Display Fairness, Approachability, Accountability. These personal attributes will go a long way toward both managing effectively and building goodwill among employees. This is particularly true when an employee has a complaint or issue, or when something goes wrong. No matter how busy a manager may be with other responsibilities, he or she must make time to listen and work with employees who have complaints or problems. Similarly, when mistakes are made, a strong manager will take responsibility for his or her part in the situation when appropriate, rather than deflect blame onto those employees under the manager’s supervision.
Remember, there is no magic formula for perfect management, and no guarantee that your company won’t become the target of an employee lawsuit. But taking time to help your managers cover these bases will go a long way toward protecting your company and your future. For more information on HR and benefits management, including detailed training on such topics as interviewing, sexual harassment, and diversity, visit us online at HR360.com.