Below is an excerpt from the podcast:
Tiffany Ang:
So I spoke to several managers and one of them said that knowing that this person has a mental health issue is one thing, but as a manager, they assessed that staff may not be the most reliable in certain business-critical roles… In this case, they would like to move staff away from those positions, but there are no opportunities in the company.
I think that’s the reality, isn’t it? Or the person doesn’t want to move from that position. So, in that case, how should managers proceed?
Khairil Baharudin:
Well, it’s a complicated situation, isn’t it? When it comes to performance-related issues for HR, it’s a black-and-white issue. We do mid-year and end-of-year check-ins. It’s about the manager being quite honest about his or her ability and aptitude to perform certain tasks, right?
If they can’t do that, that should be very clear in their performance appraisal at the end of the year or mid-year, so that they know that, right? I think that’s very important.
I don’t think managers should think, “Oh, this person has a mental health problem and can’t perform well, so I should avoid talking about performance.”
