Final answer:
To handle employees resistant to feedback and desiring remote work in a place-based job, clearly communicate job requirements and explore the reasons behind resistance. Offer support such as flextime, follow HR procedures for non-compliance, and maintain a supportive yet firm stance throughout the process.
Step-by-step explanation:
The main concern you've raised revolves around the correction steps for employees who are resistant to accepting feedback and have a desire to work remotely when the job inherently requires on-site presence. Firstly, it is essential to establish clear communication and expectations regarding job requirements, including the necessity for place-based work. When feedback is not accepted, the immediate step is to understand the reasons behind the resistance. It may involve conducting a one-on-one meeting with the employee to discuss the feedback provided and emphasize the importance of workplace adaptability and the role of constructive criticism in personal and professional growth.
In situations where telecommuting is not possible due to the nature of the job, remind the employee of the benefits and requirements attached to their role.
If the desire to work remotely stems from work-life balance concerns, explore other forms of workplace support, such as flextime, but clarify that complete remote work is not feasible. If resistance persists, follow the established HR procedures, which might include additional training, performance improvement plans, or more direct consequences if non-compliance with job expectations continues. Throughout this process, maintaining a supportive yet firm stance is crucial to guide employees back to acceptable performance and adaptability within the organization.