Reasonable Management Action: What it is and isn’t
Reasonable Management Action: What it is and isn’t
When it comes to managing people, the line between effective leadership and unfair treatment can sometimes get blurry. For business owners, team leaders, or managers, it’s essential to understand what is classified as reasonable management action and what crosses the line into unfair territory. Let’s break it down!
So, What is Reasonable Management Action?
Reasonable management action refers to the actions or decisions a manager or employer takes to address workplace issues, set expectations, and maintain performance – provided it’s done fairly and lawfully. In simple terms, it’s about managing staff in a way that’s professional, respectful, and consistent with workplace laws.
Here are some examples of what is considered reasonable:
Performance Reviews
Regularly checking in on how your team members are doing and providing constructive feedback to help them grow.
Disciplinary Action
If an employee isn’t meeting the required standards, issuing warnings or taking other disciplinary steps can be reasonable – as long as it’s based on facts and follows proper procedures.
Changes in the Workplace
Restructuring or reassigning duties might be necessary at times. Proper consultation with staff and communicating these changes clearly and fairly makes all the difference.
Offering Support
Sometimes employees need guidance or extra training to help them meet expectations. Offering this support in a way that’s helpful and constructive is key.
As long as these actions are taken with fairness, they’re generally not seen as bullying or harassment.
What Isn’t Reasonable Management Action?
Not everything that comes from “the boss” is fair play. When management actions are taken without consideration, respect, or process, things can get messy. Here’s what falls under not reasonable management action:
Targeting or Singling Out Employees
If one team member seems to always be on the receiving end of criticism, especially publicly or without cause, that’s not okay.
Unjustified Disciplinary Action
Taking drastic steps like suspending or dismissing someone without solid evidence or following the correct process? That’s trouble waiting to happen.
Discrimination
Making decisions based on personal attributes like gender, race, age, or religion is not only unreasonable, but also unlawful.
Unreasonable Workloads
Piling on work or setting impossible deadlines without the resources to back it up isn’t fair management. It’s just setting someone up to fail.
Constantly Shifting Expectations
If the goalposts keep moving, and employees aren’t given clear direction, this can lead to frustration and stress – that’s unreasonable.
Lack of Support
Expecting people to succeed without providing them with the tools or training they need? Definitely not reasonable.
Intimidation or Harassment
Any use of aggressive language, threats, or intimidation crosses the line and has no place in the workplace.
Why Does It Matter?
Understanding the difference between reasonable and unreasonable management action isn’t just about avoiding legal headaches. It’s about fostering a positive workplace culture, where people feel respected, supported, and motivated to do their best. When management actions are fair and transparent, your team will notice – and they’ll trust you more for it.
But if things slip into the unreasonable zone, you could be facing not just disengaged employees but also claims of bullying or unfair dismissal. And let’s be honest – no one needs that kind of stress.
The Bottom Line
Managing people isn’t always easy, but when it’s done with fairness, transparency, and respect, you’ll build a stronger, more motivated team. By understanding what is and isn’t reasonable management action, you’ll be better equipped to lead with confidence and keep your workplace thriving.
Got questions about how to ensure your management practices are up to scratch? Reach out – we’re here to help guide you through all things HR and people management.