Rod was a supervisor of a team of four and one of his staff (Brent) had not been performing at the desired standard.  Brent was not meeting targets, was inconsistent with his work and there was concern that he was not performing a full day’s work, often coming in late and taking extended breaks.  Rod had numerous informal discussions with Brent who had disclosed that he suffered from depression.  Rod was unsure how to manage the situation as he could not afford to have Brent operating at 60% capacity, but also wanted to be fair and to avoid claims of discrimination.  WorkMatters worked with Rod to help him understand his rights and obligations as a supervisor under legislation and the strategies he could utilise to meet both the needs of the organisation as well as Brent’s.  This included coaching Rod to initiate performance discussions with Brent to identify what reasonable accommodation could be implemented to help Brent meet the inherent requirements of his role with minimal impact on the organisation and how to constructively and supportively performance manage Brent to ensure he continued performing at the desired level. 

It should be noted that in some cases where a disability has been disclosed WorkMatters may recommend a mediated or facilitated process in addition to the coaching process.