June is career month here at BD, bringing you the tools (and tricks of the HR trade), you need to succeed. From how to ask for a pay rise and receiving a promotion, to how to create a personal brand and the new roles in beauty, we have you covered.
Kicking things off, we spoke to two HR experts all about their top communication tips for handling difficult situations at work, like a pro.
How you should really call in sick
The rules around calling in sick have changed as technology has progressed. Along with that shift, Dyson HR business partner, Fai Allam told BD in this day and age, it’s all about trust.
“The traditionalist would say you should call your manager, however, most managers these days seem to be happy with a text,” she said. “As long as there is trust between yourself and your manager you will know what is best.”
It’s also important to remember that what might be adequate for you or a past employer, might not work for your current manager. Showpo people and culture manager, Nick Rodrigues, recommends establishing boundaries early on.
“Hold a meeting with your manager to establish this early on. How do they like to know you won't be coming in? Is a Slack message okay? Do they prefer a phone call? Whatever they choose, stick to it,” he said.
Managing a lazy employee
Managing a lazy employee can be a tough part of the manager gig, but Rodrigues said letting this behaviour slide can affect the work ethic of the wider team.
“Remember that anything that you allow, you encourage. So if you allow someone to be lazy at work and continue to get away with it, you're basically encouraging others to be lazy too,” he said. “Pull them up on it, fast. Or they'll start driving out the hard working employees in your business.”
Allam added that if an employee has been flagged as underperforming, there are some key questions to consider.
“Do they understand what the role is and the expectations? Are they comfortable with those expectations? Do they require training? Is their role exciting them or have they become complacent and unmotivated?” she said.
“Make sure there are KPIs and career projection available to them. Spend some time to get to know the team member, and find out if there are things going on outside of work. Ask about what are they interested in and what they want to do with their career.”
How to get your ideas heard
When it comes to getting your ideas heard, and the thought of speaking up in a boardroom environment is daunting to you, Allam suggests taking any opportunity to speak your mind or raise an idea.
“This could be on your coffee break with a team member or at a brainstorming session. Lean on those who you admire to help support and push your ideas forward and drive that change,” she said.
Rodrigues adds that getting your ideas heard can be a team effort, which can turn a good idea into a great one.
“Sometimes it's not about getting your ideas in over others, but building on someone else's idea by giving them credit and praise,” he said. “Then adding your part onto it makes it even better. It's a way to make good ideas great.”
How to give tough feedback
It’s another tough gig about being a manager, but when it comes to feedback Rodrigues said asking questions is one of the best ways to approach the, sometimes uncomfortable, situation.
“Always start by asking how they felt XYZ went. They might already be aware that they did something wrong,” he said. “If not, then begin with what you experienced first hand. Explain what you saw, and the impact that it had. Then ask them what they think they could do differently. Sometimes the best way to give feedback is just to keep asking questions.”
Allam agrees, adding that unfortunately giving tough feedback is always something you will have to deal with in life.
“If you can tell your best friend you don’t like the way they spoke to the waiter or their choice of clothing, you can use this to provide tough feedback to your team members,” she said.
And if you aren’t familiar with how that person likes to receive feedback, just ask. Allam said it's important that you can tailor feedback to the person and make sure it lands in the right way.
"Some people prefer to be warned and have time to prepare for feedback allowing them time to reflect. Others prefer it in the moment so that they can understand exactly the situation you're referring to."
"This is not always easy however, but is a great area to upskill in as you will use it all the time," said Allam.