Many business owners and managers often focus on keeping the business thriving and gaining. Thus, they ensure that their employees are giving their best performance and are always at their peak productivity. However, if you have a few employees with health problems, it may be challenging to find a managing style that would cater to their needs without compromising your business operation.
While it may be easier to terminate employees with health problems, you need to remember that doing this comes with a few consequences. First, this move could taint your company’s reputation as your sick employees could easily post on social media or job sites about how unfairly you treat your sick workers. These negative reviews could be seen by your potential job candidates, leading them to steer clear of your business. Remember that social media should be a way to promote your company’s image, and not be an avenue for hatred.
Second, it would take you another time, energy, and money to recruit new replacements and train them. Keep in mind that even if your employees have health problems, they’re still more skillful and more knowledgeable compared to the new hires you’re planning to bring on board. So, instead of firing them and wasting more time and money hiring new ones, you may utilize their skills and talents by making them mentors or coaches on tasks related to their positions.
Third and most importantly, your business could be punished by law when you fire employees with health problems. This includes wrongful termination solely because of illness or disability.
Managing Employees With Health Issues
As an effective and responsible business owner or manager, you need to know how to accommodate your employees’ health needs while they get their jobs done. For your guidance, here are six tips for managing employees with health problems:
Before making any changes or adjustments to your managing style, you need to know the nature of your employee’s health problem first. The soundest way to do this is to let them open up honestly about their health issue. This may seem like an easy step, but the truth is, plenty of employees are afraid or embarrassed to open up about their health issues for fear that they may be discriminated against and be denied of their needs.
Thus, you need to guarantee them that you are serious about helping them and won’t be using their health problems against them. You can check out HIPAA Exams and other helpful resources to know more about the importance of privacy and confidentiality of a person’s health condition.
Once your employees are comfortable enough to open up about their condition, check if their health problems are related to their physical or mental health and how it would impact their ability to work and perform in your company. You also need to review if they can still work on a regular schedule or a few adjustments are necessary.
In case employees don’t cooperate on this step or refuse to open up, your best move is to continue treating them as if they’re physically and mentally fit.