Scenario

Scenario
Role Play:
Manager Consultant:
“Good Morning Madalina, thank you for attending our scheduled meeting to discuss recent matters.
The purpose of this meeting is to identify the issue and come to an agreement so we can find the best
possible solution that allows us to support you whilst you work here with us and most of all to make
sure you are happy whilst working with us.”
Employee:
Thank you for agreeing to meet with me.
Manager Consultant:
“You raised a complaint about being left alone on shifts without notice and we appreciate that you
have expressed your dissatisfaction in how lateness and absences are currently being dealt with on
weekends, plus the lack of measures put in place to safeguard staff who are left on their own.
We understand that each shifts workload is quite heavy and the demand from clients is a lot of
pressure for one staff member.
I am really sorry that you have had to deal with this so many times, I can understand how frustrating
this must be for you not being able to take your break or lunch etc. because someone needs to be in
the building at all times. Without you, our company could of taken a big loss on these occasions as it
would have been at a stand-still.
We appreciate you holding down the fort, you have done a very good job for one person and we are
ever so grateful. Our job is to make sure our employees are safe and feel comfortable working here.
Employee:
“Thank you, I am glad that these things are being noticed, because at the time I felt like no one in
management has taken the situation seriously in regards to my well-being.
What If something happened to me on site? Under the Health and Safety at Work Act, you have
Duty of Law to ensure that I am working in a safe environment.
Manager Consultant:
“I totally agree with you on all of those things, and once again we are extremely sorry for leaving you
in this position when this has happened. As a company we definitely need to look into taking extra
measures in terms of what to do when staff don’t turn up for their shift and the safety of staff onsite.
“We will look at three main points today… Employee Safeguarding, Attendance and Punctuality and
Employee Dissatisfaction.”
Employee:
Yes I agree, I think those are the main points we need to discuss and find a solution too moving
forward.
If a fire should have sparked etc. what would have been the protocol?
If there were any hazards on site, that caused an incident, what would of been the protocol?
These things were not discussed in induction.
Employee Safeguarding –
In regards to your safety, we understand and give our sincere apologies for leaving you in the
building by yourself with no warning or management training. This has caused you to not be able to
go for lunch breaks or step outside as we have not given permission to do as such unless there is
someone else in the building, which we understand could of possibly caused you to be ill and make
you unable to do your job.
It’s possible that we may now need to look at bringing a member of the management team on site
on the weekends moving forward, not just to deal with enquiries promptly but to also fill in for any
sudden absences or late starting shifts.
If we do decide to make lone manning official, a Health and Safety risk assessment will need to be
carried out in advance to ensure that the building is safe and secure enough. Alternatively, we may
need to look into weekend management either onsite, or on-call.
The Health and Safety risk – If anything (minor or major) happens to you on site, no one would be
onsite to assist you and ensure that an incident report is completed if for any reason you are unable
to complete it and to make alternative arrangements for staffing.
The last thing we want you or any other employee for that matter… is to have to make a claim
against the company for incidents that could have been prevented.
Attendance and Punctuality –

“We think it will be important to also consider having an employee meeting to discuss and remind
each other about the importance of employees getting in contact as a matter of urgency and
notifying staff of any punctuality or attendance issues.
We will be putting these employees under review for their poor attendance and punctuality, this will
allow us to monitor their work ethic and see if this is an ongoing issue that needs to be dealt with
severely.
Hopefully, this will allow yourself or any other employee who may end up in this position in future, to
be comfortable working their scheduled shift under the conditions contracted.
Risks – Incompatentancy, unmet daily targets, heavy back log of daily tasks, conflict & resentment in
the workplace
Employee Dissatisfaction – “We understand your dissatisfaction, and once again we are extremely
sorry that you feel this way. We want to make it very clear that we appreciate you holding down the
fort for the company on these occasions and we are sorry if you are feeling undervalued. Without
you voluntarily carrying on your shift under the conditions, we could of suffered a big loss in clients
and profit on those days, being a 24 hour ran company. We intend to introduce employee appraisals,
to ensure employees are getting sufficient feedback, highlighting their strengths, weaknesses and
any outstanding performances over the annual period.”
Risks – Employee stress leave, high staff turnover, staff demotivation, unmet daily targets
“We can assure you that we have looked at the cause and effect of this situation. Employees,
Management and our Clients are all suffering some type of loss here due to Poor Attendance and
Punctuality from employees, Lack of communication between employees and management,
employees having to suffer a heavy workload and missing entitled breaks which is affecting their
proficiency. Our building isn’t safe enough for any employee to lone work unintentionally as this is
not in anyone’s contract to do so, and is not something we practice here.
Now that we have discussed everything, I hope that you can trust our prompt response to this matter
and our urgency to make some changes moving forward, so employee’s like yourself feel safe and
comfortable at work.
If there is anything else you would like to add, feel free to do so…”
Employee:
“I am happy that management have looked at the ongoing issues on the weekends. It sounds like
all areas have been looked at in depth and an analytical approach has been applied to come up
with realistic solutions. I hope that what we discussed today can be put into action moving
forward, I am positive that these solutions will make a big difference to the energy between staff
in the workplace and also help staff like myself to feel comfortable should any unforeseen
circumstances occur. I am here to represent the company and will always be open to initiating and
sharing any ideas I have to contribute to creating a healthier work environment.
Manager Consultant:
“That’s wonderful to hear Madalina, we appreciate you giving us honest feedback and showing
loyalty to the company thus far. Any further issues or suggestions, please feel free to come and see
me, we are here for you.
I will put this in writing and ensure that you get a copy of the minutes from our meeting today and
any relevant feedback from our management meeting later this afternoon.”
Employee:
“Thank you so much!”

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Thank you for agreeing to meet with me.

Attendance and Punctuality –

“Thank you so much!”

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