Ask me my least favourite phrase from the world of work, and it’s a tough one. You’d have to be a considerably more tolerant person than I am not to grit your teeth when a classic such as “low hanging fruit”, “let’s take a deep dive”, or “I’m going to reach out to them” is trotted out.
However, coming in at Number 1, without a shadow of a doubt, is that all time perennial favourite: “I’m just such a People Person.”
Absence management is one of those processes that gives HR a bad name. We know that historically HR has been seen as reactive, caught up in compliance and red tape. Nowhere is this more true than when it comes to absence management; there are countless examples of HR taking employees to task over their absence record, invoking disciplinary action and even dismissing individuals for the “crime” of too many days away from the office.
There are a number of articles and blog posts which target line managers: top tips on how to become a better people manager. There are far fewer pieces written on how to help your manager help you.
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