Clinical negligence is a difficult experience to come back from.Whether it’s been a misdiagnosis or a cancer-related medical negligence experience – or any other kind – it can take a huge toll on the person who has suffered from it.
But there are ways of making it easier for your employees when they have suffered this.
If you notice a dip in performance, don’t let this continue for long. The best thing to do is to address your concerns with you’re the employee in question. If they’re having a medical issue that they need help with, then it’s best confronted as soon as possible.
Acting quickly will prevent your worker worrying about their performance, which can then affect it even more. It will also allow you to nip the problem in the bud, helping to keep the team’s performance strong.
It’s equally important to react positively. Let the employee know that the company will support them through the health problem they’re having. Make sure they know they can rely on you and the rest of the organisation to help them through.
Keep in contact
When you have an employee who’s off ill for a prolonged period, it can be easy to leave them out in the cold. But it’s important to keep in contact with someone who intends to come back to work.
It allows you to keep them updated with what’s happening in the office. If there any significant changes, make sure you let them know. This includes new starters, resignations and office moves. Depending on your specific business and the relationship your employee has with colleagues, you can also keep them informed of any personal developments, such as marriages and new babies.
It may be useful to have your employee come in for a few hours or a day once a week while they’re recovering from their health problem. It gives them valuable face time with their colleagues and managers, helping them feel like they’re still a valued part of the team.
Keep your team informed
As well as keeping in contact with the employee has had to take time off work for medical treatment, you should also ensure you communicate with their team. People tend to develop relationships at work so it can be beneficial to their morale to let them know how their colleague is doing.
Informing them of the ill employee’s expected date of return can also reassure them that they won’t have to cover their workload indefinitely. Keeping everyone’s stress levels at an appropriate level should be a priority for your company.
As they are the people your employee works closest with, the team may also have some valuable insights into what the worker in question will need when they return. This can help make the transition back into work easier for everyone.
Make their return to work as straightforward as possible
Research by the UK’s Macmillan Cancer Support found that 40% of those surveyed said that they felt they'd experienced discrimination of some sort when going back to work after cancer treatment.This shows just how important it is for companies to ensure their process for employees returning to work is as welcoming and positive as possible.
One simple – but often forgotten aspect – is to ensure everyone knows when the employee in question will be back. Make sure there is a desk and computer login details available for them.
It’s also important to make reasonable adjustments to their working environment. This is why it’s important to keep in contact with them while they’re off. They’ll be able to let you know what they need to make their working life easier when they come back and you’ll have the time you need to ensure everything is ready. This could include flexible working or modifications to their work station.