HRM.5:4.1 - Recover the relationship and the reason for change

Establish the current work, terms and obligations; what has changed or become possible; the person’s relevant aims and response; and who can supply or authorize a change. Ask what the person can actually do and obtain under current conditions. Distinguish a preference for different work, missing capability, inaccessible opportunity, unavailable support, a health-related limitation and an institutional dispute. They can coexist, but require different contributions.

Choose the branch by its grounds. A discretionary career proposal seeks a mutually workable next contribution. An accommodation, sickness-related absence or return can be governed by particular duties and qualified constraints. An employer-initiated termination requires its own applicable grounds and procedure. Do not recast all branches as a negotiation to retain talent. Where the current arrangement is adequate and the person wants no change, sufficient continuation is a legitimate result.