Providing feedback on previous action item- new hire

"I want to provide an update on the training session for our new hire. While I haven’t had a
chance to complete the planning due to other pressing tasks, I recognize the importance of
ensuring they’re well-prepared to integrate smoothly into the team. I’m prioritizing this now
and will have the session planned shortly. Thank you for your understanding as I work to
make it as effective as possible."

Acknowledging the Concerns

"I am now understanding that concerns have been raised regarding the level of
professionalism within the office. I take these matters seriously, as a productive and
respectful workplace is crucial for our success.

I was not made aware of these concerns earlier. That an attempt was made to bring these
concerns to me directly, it might have been that my secretary inadvertently dismissed these
issues I regret that this happened, and I take full responsibility for ensuring that all concerns
are properly addressed.

It’s important that we maintain a workspace where everyone feels respected and free from
unnecessary disruptions and moving forward, I will ensure that any concerns raised are taken
seriously and addressed promptly, therefore no one feels dismissed whenever they raise an
issue."

Addressing the Team’s Behaviour

"Our team thrives on collaboration and energy, which are important drivers of our success.
However, I do recognize that maintaining a professional environment is always essential,
especially in situations that impact others, such as client interactions. I will be addressing this
with the team to ensure we create a better balance between energy and professionalism.

Also, as the manager, it’s my responsibility to make sure the team is operating at its best
while maintaining high standards of professionalism. I regret that the earlier concerns may
not have been fully addressed, but I’m committed to making the necessary adjustments to
improve how we handle these situations.”

Retraining Session

“To ensure we can carry this out without needing to close business operations, I propose a
staggered training approach. We can divide the team into smaller groups and schedule
training sessions at different times throughout the week, such as early mornings, lunch hours,
or just after peak business hours. This will allow us to cover the necessary content with
everyone while maintaining regular service continuity. Additionally, we could explore using a
blended format, with brief in-person sessions complemented by digital modules that
employees can complete individually at convenient times. I’ll work with the team to finalize
a schedule that minimizes impact on daily operations and email it to Mrs. Bloggings for
review."
Solutions

“While I do not disagree with Mr. Boyd’s solution, I do not agree wither. I feel like it is to
drastic of a solution. I feel like it should be a last resort kind of solution. As I stated earlier,
“Our team thrives on collaboration and energy, which are important drivers of our success”,
implementing Mr. Boyd’s solution may change the dynamic of the team and create a bit of
segregation in our office space which in return can cause a lot more trouble in the interim.
While separate spaces can be beneficial, you really don’t want them to create silos. It’s
important to ensure there’s still space for team collaboration and communication to maintain
a sense of unity. I am open to creating new solutions, but I do not wish that we take that
approach. “

I have several suggestions that I think we could start with to solve our current issues.

"We could introduce a monthly anonymous feedback form where employees can raise any
concerns or suggestions about the work environment. This would give everyone a
comfortable way to share feedback that may feel difficult to express directly." This could be
helpful for us as the managers to see the areas that really need fixing

"I also propose scheduling quarterly one-on-one check-ins with each team member. This will
ensure that everyone has a dedicated space to discuss any issues or ideas they might have,
fostering a more open and supportive environment."

We could establish a communication guide that outlines who to contact for various concerns
—whether it’s workplace behavior, client interactions, or project challenges. This will ensure
everyone knows the right avenues for support and escalation." I think this may solve our
communication issues

"Frankly speaking, based on what we have been discussing in this meeting, it’s clear that
maintaining a professional environment, especially during client interactions, is crucial. To
address this, it is also my proposal of implementing a 'quiet hours' policy during peak client
engagement times. This will help ensure minimal disruptions and allow for more focused,
professional interactions. Additionally, setting up clear behavioral guidelines will reinforce
expectations across the team.”

I’m open to hearing your thoughts on these suggestions and any other ideas you might have
to improve our office culture.

The end!!!