Many business owners, employers of labour and workplace managers do not understand that the marital relationship of a personnel, wields a very significant influence on the person’s performance. As a result, potentially great business organisations have continued to struggle and limit performance despite the quality and number of employees in their payroll.
For any business organisation to achieve its long-term vision, manpower planning should go beyond having employees fill the Single or Married column in their Employment Acceptance Forms during recruitment. The Manager in charge of Human Resource has a duty to monitor and detect possible marital or family influence on a sudden drop in a worker’s performance.
A hitherto very punctual staff, suddenly becomes a late comer and even adds absenteeism. Yes, the company policy will take its course of surcharge and punishment, but that may not restore the productivity level that has dropped or stop the performance reduction if the domestic violence in form of wife battering or husband battering persists and keeps the personnel emotionally imbalanced and depressed.
If the entire hard-earned salary that you are paying your personnel is being wasted by his or her spouse on drunkenness, partying and adultery at the expense of the children’s school fees and other important responsibilities, this is enough to disorganize such personnel emotionally and negatively affect his or her workplace performance. If a married personnel has just caught his or her trusted spouse in the act of adultery after years of marriage, the shock is enough to affect his or her work in the office.
If the spouse of your staff is seriously sick and has been admitted in a hospital, there is no way this will not affect that staff’s performance in the workplace if he or she actually loves that spouse.
“And you Masters, do the same things to them (your servants/employees), giving up threatening, knowing that your own Master also is in heaven and there is no partiality with Him” (Ephesians 6:90 KJV).
“And Masters, treat your slaves in the same way. Do not threaten them, since you know that he who is both their Master and yours is in heaven, and there is no favouritism with Him” (NIV).
Human Resource management is supposed to have a human face because of the dynamic nature of life and human existence. A weakness observed in each employee is a vital ‘project’ that when ignored, has capacity to disrupt overall performance and revenue targets.
Company policy exists as a set of rules to guide operations. However, experiences and researches conducted by experts over the years has shown that sometimes, holding on to compliance with company policy at the expense of employee’s emotional balance produces poor performance and reduced productivity. If you intend to retain this worker on your payroll while pursuing the organisation’s goals and objectives, you need to seek ways to incorporate the staff’s personal relationship into your supervisory view, without necessarily committing any privacy evasion offence.
Your staff is a human being. Human relationships form a web and the strongest cord to each individual in that web is marital relationship because it is designed to be permanent. Work, job, or office relationship is temporal.
If your very productive and hardworking unmarried employee suddenly begins to record a drop in productivity, performance or commitment, something is happening. Yes, there are some other possible factors that are not relationship-related such as a desire for change of job.
However, if it happens shortly after he or she introduced you to a spouse-to-be, there are two possibilities. The potential partner might not be pleased with the job and could be encouraging your employee to seek some other job.
Another possibility is that he or she has simply become lazy as a result of the premarital relationship or has started allowing laxity to creep into his or her attitude for the simple reason that the potential spouse is economically powerful or highly connected enough to guarantee assurance of “I can do without this job.”
It is equally possible that this new found love is driving your employee into living above his or her means and causing distortions in his personal financial life, resulting in psychological problems.
The counselling of a derailing staff might just be necessary here, as Human Resource objectives include achieving the personal development of the employee and helping achieve his or her life’s goals and aspirations.
Above all, the retarded performance of a staff who is engaged for marriage could be a reflection of distractions resulting from financial crisis produced by very poor remuneration. It is the duty of the employer or Human Resource Manager to probe and identify such challenge.
A hardworking and committed personnel is an asset to any organisation. If you have such staff, you are highly indebted to him or her both before and after the wedding, whether there is a pre-wedding performance drop or not.
If your appreciation is not expressed at this remarkable occasion in his or her life, you might just be calling for that undesired performance drop after the wedding. You just can’t be wrong when you motivate a committed staff.
Likert Rensis says in his book, The Human Organisation: “When a worker feels that his boss sees him or her only as an instrument of production or merely as a cog in the machine, he is likely to be a poor performer. However, when he feels that his boss is genuinely interested in him, his problems, his fortune and his well-being, he is more likely to be a high performer. Likert insists that if a supervisor wants to motivate his workers, he should be employee-centred rather than job-centred.”
FOR COUNSEL, PRAYERS, CONTACT
Pastor Albinus Chiedu