Losing a CCMA case against your employee can be a bitter pill to swallow. But no matter how you feel about the matter, you'll have to smooth things over with him and manage him once he's back at work. And if you lose your cool, you're only giving your employee further reason to fight you.
The NPA is about to discover how hard this is as Glynnis Breytenbach returns to work on Monday.
And you could find yourself in a similar position.
That's why it's important you know what to do to handle the process fairly and professionally. The good thing is, this difficult process can be managed and, with time, you'll get through it.
Two tips to manage an employee who's won a CCMA case against you
#1: Lay the cards on the table on his first day back
Don't hold the fact that your employee took you to the CCMA against him. 'The first thing you need to do when he comes back to work is have a sit down with him. This is a way to clear the air,' says The Labour Law for Managers Loose Leaf Service. As difficult as it may be, let him know that you want to move past what's happened.
So speak to your employee as soon as possible after he returns to work and clear the air before he sets into his old routine. He needs to know what you expect from him and vice versa.
#2: Create a dialogue
Be honest and upfront. Let your employee know that the disciplinary hearing and the CCMA saga are in the past.
Ask if you're making sense or if he agrees with what you have to say. Encourage the conversation by asking open-ended questions that will get the employee talking.
'Tell him how important it is to have the whole department working in harmony. Ask if there's anything wrong, or if there's anything he needs to discuss with you' advises the Loose Leaf. Be sure you're focusing on the problem, not the person. Above all, remember to be professional.
There you have it. Knowing how to manage an employee who's beaten you at the CCMA will help ensure you avoid another CCMA backlash. Let's hope the NPA is reading this…