Reference no: EM132888240

Scenario

Last week, the manager of one of TB's business units contacted you concerned about the change in work performance by LD, one of the unit's employees. LD has been employed by TB for 5 years and until recently their work performance has been outstanding. TB has been recognised and rewarded for their performance both in the form of cash bonuses and TB's employee of the month scheme. However, over the last eight weeks or so LD has taken a number of days sick leave, has been neglecting allocated tasks, become difficult to contact and generally uncooperative. LD's work performance has deteriorated significantly. This behaviour started shortly after the introduction of a working from home policy. The policy was developed in response to the significant changes arising from the COVID pandemic. Prior to the pandemic, TB did not have a working from home policy and managers approved working from home arrangements on a case by case basis. The ability to work from home was popular with some, but not all, employees. LD greatly enjoyed the office environment, interacting with colleagues to carry out tasks and socialising. LD also viewed office environment interactions as a useful tool in advancing their career and adding new people to their social network. The working from home policy requires some employee groups to carry out a significant proportion of their work from home. LD's work group is one of these.

Based on your knowledge of the psychological contract:

1. Provide an explanation of why LD's work performance might have become less than satisfactory

2. Suggest a solution to the problem.