u/No-Blueberry5278

I always find attitude quite subjective. How would you manage a scenario where a manager has made claims that an employee was giving them attitude? Or just claims of bad attitude in general.

For example, a step-in management has given a direction for an employee to attend a different team meeting as the employee was late to work and couldn’t attend their one. The employee does attend but makes comments of, “I already know what the meeting is about,” and the employee is being perceived as argumentative and dismissive by management.

My manager handled this case and went straight for disciplinary action to a written warning. I read the notes made in the meeting and it seemed the employee was advising they knew what the meeting will be about as their team gave them a heads up.

I always found attitude to be subjective unless there’s observable behaviour. This employee has a personality and communication clash with management - they’re both blunt individuals.

There were no prior concerns about the employees attitude or behaviour and no discussions were had. No one else had reported the behaviour. My manager said she based the information on how trustworthy management is.

I am curious as to how you guys deal with ER cases based around attitude.

I feel this would be more a coaching session more than a write up.

I always find attitude quite subjective. How would you manage a scenario where a manager has made claims that an employee was giving them attitude? Or just claims of bad attitude in general.

For example, a step-in management has given a direction for an employee to attend a different team meeting as the employee was late to work and couldn’t attend their one. The employee does attend but makes comments of, “I already know what the meeting is about,” and the employee is being perceived as argumentative and dismissive by management.

My manager handled this case and went straight for disciplinary action to a written warning. I read the notes made in the meeting and it seemed the employee was advising they knew what the meeting will be about as their team gave them a heads up.

I always found attitude to be subjective unless there’s observable behaviour. This employee has a personality and communication clash with management - they’re both blunt individuals.

There were no prior concerns about the employees attitude or behaviour and no discussions were had. No one else had reported the behaviour. My manager said she based the information on how trustworthy management is.

I am curious as to how you guys deal with ER cases based around attitude.

Usually, I get the typical “I am feeling stressed and this is making me feel stressed,” but there was a case my manager dealt with yesterday while I was on AL.

Employee was invited to a disciplinary meeting (potentially a written warning outcome) then an hour later started telling people they are suicidal etc.

I am curious as to how people in HR would deal with this if they have experienced this.

I had one year leadership experience before I went back to HR Advisor, but the leadership experience was around HRIS systems for HR administrators. I am curious to know what it’d be like as a team leader that specialises more around other components like employee relations.