When employees complain about issues of fairness, it is only fair to investigate such claims thoroughly and promptly. If you have truly found that they are unfounded, the next step is to provide the employee with clear and factual feedback on the matter.
When it comes to fairness, she needs to see that she is being unfair to herself.
By focusing on perceived issues of inequitable treatment, she is interfering with her own productivity, credibility, and overall effectiveness. This behavior will actually limit her opportunities for growth, achievement, recognition, and advancement.
It is important for her to understand that you are interested in correcting instances of unfairness where they exist, and you are still interested in her inputs on this matter. She also needs to see that somewhere along the way, she lost sight of some of her job priorities, and now it is time for her to focus on getting the job done. If unfounded matters continue to distract her, whether artificial claims of inequity or anything else, she should be advised that such behavior is not fair to the department and will subject her to fairly serious consequences.
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