Johnny C. Taylor Jr. addresses your HR inquiries in this series for YSL News. Taylor leads the Society for Human Resource Management, the largest HR professional organization globally, and is the author of “Reset: A Leader’s Guide to Work in an Age of Upheaval.”

Question: I’m dealing with a challenging situation with an employee. After three years of outstanding performance, she has recently experienced a notable decline in productivity, an altered attitude, and has been arriving late frequently. How should I handle this situation, given her past accomplishments? – Trevor

Answer: When a long-standing employee suddenly shows signs of underperformance, it can be particularly tough. You know their capabilities and potential, making it all the more frustrating. As you tackle this, be careful not to jump to conclusions. The issue could be due to a variety of influences, including shifts in the workplace environment. With that in mind, here are some practical steps to consider:

Arrange a private discussion. Begin with a confidential one-on-one meeting with the employee. Approach the discussion with compassion and aim to understand. Share your concerns regarding the changes in performance and inquire if there are any underlying issues impacting her work.

Practice active listening and show empathy. Create a supportive environment for the employee to discuss any challenges, either personal or work-related, that she may be facing. Show understanding and willingness to help where possible.

Explore potential causes. Together, identify what might be behind the decline in performance. Factors may include personal challenges, stress at work, or shifts in job responsibilities. Also, consider any broader changes within your organization or team.

Provide support and resources. If personal issues are affecting her work, look into resources available at your workplace, such as employee assistance programs or mental health services. You could also consider allowing flexible work options or time off if appropriate.

Clarify expectations and set goals. Set clear expectations for her future performance and create a strategy to tackle the identified issues. This could involve defining specific targets, providing extra training or assistance, or modifying workloads.

Track progress and give feedback. Plan regular follow-up meetings to monitor her progress and provide continuous support. Acknowledge any improvements, regardless of size.

Maintain consistency and fairness. While being supportive, it’s crucial to uphold clear expectations and possible consequences. If there’s no improvement, you might need to consider further actions, like disciplinary measures.

One of the most valuable insights for a manager is understanding what motivates each employee. People have diverse motivations at work, and being in tune with your team’s mindset will help you quickly address similar issues in the future.

Remember, a compassionate approach can assist the employee in overcoming difficulties and achieving consistent performance. By promoting open dialogue and supplying essential resources, you can guide her back on the road to success.

I’m getting ready to return to the workforce after being unemployed for over a year due to addressing addiction and completing a rehab program. Should I share details about my employment gap with future employers? – Arliss

Choosing whether to talk about your journey in addiction recovery during a job interview is a personal decision. The Americans with Disabilities Act (ADA) protects individuals with disabilities, meaning you are not required to disclose your recovery status.

If you feel at ease discussing your recovery, it could showcase your resilience and growth. It could be advantageous if your experience aligns with the job or company culture. This is why it’s vital to research the company’s values; they might be more open to conversations about personal experiences if they emphasize diversity, inclusion, and employee welfare.

If you decide to share your recovery story, focus on the positives: discuss the lessons learned, skills gained, and how you’ve emerged stronger. Highlight your qualifications to keep the emphasis on your capabilities and how you can contribute to the company’s objectives.

If you choose not to disclose this information, be ready with a general statement regarding your employment gap. A simple response like, “I took time off to focus on my health and well-being” can suffice. Redirect the dialogue to emphasize your skills and how they align with the job at hand.

Remember,

Your past experiences do not dictate your future. Concentrate on your strengths, skills, and your potential to help the company thrive. I wish you the best in your job search and ongoing success in your recovery!