I have a post-it note stuck above my desk at the moment, something I have to remind myself of for work…

“Never say no to a Manager, Ask why instead”

The reason I put this note up was to remind me that when a manager wants to act on an employee issue and feel that they are very clear on the direction they should take, it is very easy just to run with it, particularly if their solution is a legal and reasonable one. It gets interesting when you ask the question “why do you want to do that?” Exploring the issue or problem helps to reality test the solution - is it an emotional response? Is it really in the best interests of the business or the employee? What will be the effect of the solution on other employees? Cost implications?

Sometimes the immediate or easiest solution isn’t always the best solution.

Just been interviewed by BBC Radio Leeds on the recent news about Bradford City Council’s sickness absence problems - Average of 20 days per employee per year in one department, 17 days on average in another! What were the managers and HR department doing? I am sure they had some monitoring in place?

Good measures now in place, working with GP’s, physio appointments, mediation… Hang on… Mediation? Doesn’t that indicate that the managers and employees can’t talk together without the help of a neutral mediator? Have the relationships broken down that far??

Also what are they putting in place for the sporadic sickies - the cause of the most disruption, return to work interviews? disciplinary measures?

There are obviously some underlying issues in the very high absence rate departments, on first look, I would ask - why don’t people want to work there? Also is taking sick seen as additional holiday? I am sure some see it that way, Councils are known for their generous sick pay schemes and strong union presence