Staff Member issues

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I need some advice!!

So I started my first managerial role not too long ago and my team are brill, I'm lucky!

I have a girl who is lovely, great team member, shit-hot at her job etc., buuttttt... her attendance is awful 😣 She is 5 months in, so has her 6-month probationary period due in just under a month. I have been tasked with making the call as to whether we should offer her the opportunity to interview for a different role within the company which she wants to do, or tell her she will not be put forward for this role and then possibly terminate her employment at the point of her 6-month interview 😣

I sat down and discussed her current role with her, whether we could provide any support or further training (not that she needs the latter imo); she has numerous MH and physical health issues, but these were not recorded with HR when she joined the company nor does she take any meds 😕 which raises the question in my cynical head as to whether this may be a smoke-screen?

I have told my colleague (the person who will be responsible for the team she wants to join) that I would come to them with a decision come Mon but my head and heart are saying different things 🥺

Extend her promotion 3 months.

Refer her to occupational health who will inform you if she meets the definition of disabled, and what reasonable adjustments are required.

Start formally managing the absence with HR.

Set clear expectations and if they are not met within 3 month then that’s that, and legally you’re covered.

Thank you @PinkFrogss this is really constructive and helpful, not like some of the rude replies in regards to my inexperience, bloody hell we all have to start somewhere 🤨🤷🏻‍♀️

And in reply to a previous poster, no of course I would not refer to the term 'smoke-screen' under a pro setting, bit patronising tbh!

As for girl, she doesn't have a penis nor identity as transgender, fluid etc., she happily states she is a female and a young one at that, hence the term (where I come from) as 'young girl'!

Discussed OH options with HR in order to see what we can help with, if anything. And yes, apparently there were a few meetings with her and my predecessor hence why her 3-month probationary period was extended to 6.

So, for those rude replies mocking my lack of managerial experience (which I admit obviously) enlighten me with your wonderful resumes and what you have done to be such excellent managers?! 🤨🥱🥱

So she has failed probation a second time. Think it is time to manage her out unless she has a genuine issue under disability that can be resolved.

I don’t think anyone was having a go at you for your lack of experience, it’s more that HR is a specialist area. I have quite a bit of management experience but in your circumstances I would probably seek advice from a specialist as it’s such a risky area if you get it wrong
Hopefully you have got some useful info but tread carefully and cover your arse abd the arse of your employer too

I run a small business with DH, and if someone is confident enough to be off sick to that degree during their probationary period they wouldn't get past that point. But I can't understand how on earth this hasn't been raised as an issue 5 months in. We have an immediate chat to someone after their return to work if they're on probation and if it gets to a 3rd episode then we would have said goodbye at that stage.

We run a business to earn a living. Large organisations may be able to absorb this level of sickness but smaller companies can't. It's too disruptive in terms of cover, workflow and morale.

Sorry! Wrong thread no idea how I ended up here!

Long time since I managed a team but I'd have batted this back to HR for advice on whether, despite not declaring herself disabled on application, she would be legally deemed disabled. If so, that changes things.

This sounds too messy for an experienced manager to handle. You need to ask your manager to take the lead or consult a HR specialist. Her disability changes how you handle this completely and the fact you didn’t seem aware of that in your OP means you’re in over your head

You need to rescind your offer to give the other manager a decision by Monday, Christ. How are you going to ensure you abide by disability legislation?

Also I feel like you’re being short-sighted. If she’s always off and impacting your business, let her have the interview with the other team? It’s obviously an easy way to get her out of your hair. You don’t have to pass/fail her probation either, her new manager can deal with that?

@GLADragss this thread is from August and was revived by mistake. The OP never came back but we have to hope the situation has been resolved by now!

Another goady op mad when people try to help.

As a manager (or leader) - I prefer that term - as much as you say head or heart - you’ve got to make the right decision for the business.
Have you been conducting return to work meetings with the colleague when they have been absent? If you have, then the issues should have been identified and you could assist them. If you haven’t - why not? How did you know that they were fit to return to the workplace?

I don’t think moving the colleague to another department would have any mutual benefit - you’re essentially ‘passing the buck’ of this colleague for someone else to deal with.
I don’t obviously know all the facts but given the fact that they are on probationary period and they have a high absence rate then it would most likely be best to terminate their employment.