1. Producing shoddy work, taking shortcuts, and cutting corners.
Investigate informally to ascertain if there is an underlying reason why the issues keep happening.
2. Hiding mistakes from managers and colleagues.
Investigate to ascertain why mistakes are being hidden, depending on the level of mistake, provide support and guidance, or go down a formal disciplinary route.
3. Gossiping, insulting, and badmouthing colleagues
Can constitute harassment and/or misconduct. Investigate an interview. The accused retraining and/or disciplinary action may be required depending on the outcome.
4. Delegating tasks that do not need to be delegated.
Attempt to resolve informally or investigate if necessary. If the delegate does not have a legitimate case, you can explore going through a grievance, procedure and disciplinary process.
5. Slacking off and taking long breaks
Have an informal discussion, draw a line in the sand and outline expected outcomes. If issues persist, take disciplinary action
6. Taking credit for other employees’ work.
Understand if it is a one-off mistake and try to remedy it informally. If this doesn’t work, order a stop to it and put pressures in place, so it doesn’t happen again.
7. Taking time off sick when it is unnecessary to do so.
Conduct a return-to-work interview. This may deter employees. Persistent short-term absence can be addressed through a short-term absence procedure.
8. Stealing office equipment
Theft is classed as gross misconduct. Investigate immediately, consider suspension of the employee if there is sufficient evidence, and then conduct a disciplinary hearing.
9. Misuse of email, internet, or social media.
Issue an informal ‘Line in the Sand’ letter to the employee. This may suffice. If not, the company disciplinary procedure should be followed.
10. Discrimination towards colleagues or customers.
This is gross misconduct and unacceptable in any circumstance and should be dealt with strongly through the disciplinary process.
We bring good intentions, energy and enthusiasm in everything we do.
We welcome new ideas and strive for genuine and transparent representation, giving our clients confidence in the process.
We focus on solutions, not excuses, to find a better way and solve problems.
Respectful and passionate about inclusivity, we celebrate uniqueness, character and individual identity.
Dand HR Associates enable smaller-sized professional services organisations to compete for the best talent. We go above and beyond, combining urgency with quality customer service and a passion for people and business. We aim to a business partner you will enjoy working with.
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