Ask HR: Should Bosses Suggest Fixes for Employees’ Personal Problems?

SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, answers HR questions each week for USA Today.

Do you have an HR or work-related question you’d like him to answer? Submit it here.

I manage a team of eight client service agents. Some of my employees have had personal problems affecting their mood and behavior at work. Would I be out of line to suggest solutions for them, or should I address their job performance without consideration of their personal struggles? —Senedra

Johnny C. Taylor, Jr.: I commend your desire to help your employees during challenging times. It’s essential to approach personal issues with empathy and professionalism. Rather than suggesting solutions for their problems, consider focusing on their overall job performance while being compassionate about their struggles.

Schedule private, one-on-one conversations with each employee to discuss their performance and any noticeable changes in their behavior. Start by expressing concern for their well-being and acknowledging that personal challenges can impact work. Ask open-ended questions to understand the root causes of the performance issues and explore ways to support your employees.

Only provide personal advice if you have the specific training to do so. Encourage them to seek professional help if needed. Contact HR to determine appropriate accommodations and support if an employee mentions a medical condition.

For broader assistance, inform your employees about available resources such as employee assistance programs (EAPs), which many companies offer for concerns including mental health, financial stress and family issues. Highlight the confidentiality of such programs to ensure people feel comfortable using them.

If your company doesn’t have an EAP, you can guide employees to explore mental health services covered by their health insurance plans. Additionally, local government resources and nonprofits may provide free or reduced-cost services.

Continue to listen, empathize and offer support as your employees navigate these challenges. Consider setting realistic performance improvement goals and timelines, recognizing that personal issues may take time to resolve. Your compassion and assistance can contribute positively to your employees’ well-being and work performance.

I was laid off and want to file for unemployment. I live in Indiana, near the border with Illinois. My company is based in Illinois, but we service areas in both states. Which state should I apply for unemployment in? —Klaus

Johnny C. Taylor, Jr.: I’m sorry to hear about your layoff. When it comes to filing for unemployment benefits, it’s generally based on the state where you physically worked. In your case, since you worked in both Illinois and Indiana, there are some specific considerations.

According to the Illinois Department of Employment Security, if you live in another state but work in Illinois, you should file for unemployment insurance in Illinois as an out-of-state claimant. You should also register in Indiana, since that is where you live permanently and work part of the time.

It’s important to note that under Indiana’s unemployment regulations, you can only receive benefits from one claim at a time, which includes claims from other states.

Each state administers its own unemployment insurance program, but they all follow the general guidelines established by federal law. You can typically file for benefits in person, by telephone or online. Both Illinois and Indiana allow individuals to apply for benefits online.

If you have more questions or need more information about filing for unemployment benefits, I recommend contacting the state unemployment insurance offices in both Illinois and Indiana. They can provide you with detailed guidance based on your specific situation.