Correct Answer: D) Engage in a candid discussion about workload and well-being

Mandating leave or reducing tasks may address symptoms but not the underlying issue. A candid discussion allows you to explore the problem further and work collaboratively on a solution that addresses the root cause.

Correct Answer: B) Confront them directly and request an explanation

While the violation is serious, reporting them without an initial conversation may be extreme. Monitoring communications might be considered invasive. Directly confronting them gives them a chance to explain and allows you to gauge the seriousness of the issue.

Correct Answer: C) Arrange a private meeting to discuss the criticism constructively

Defending yourself or reassigning the employee can send the wrong message. A private meeting acknowledges that you take the feedback seriously and are open to constructive criticism, fostering a culture of open dialogue.

Correct Answer: C) Seek advice from a mentor or higher-up

While your authority allows you to make the decision, doing so could foster resentment among those who disagree. Seeking external advice provides a fresh perspective and can offer a solution that has broader acceptance.

Correct Answer: D) Investigate further to assess the gravity and intent

Immediate termination or ignoring the issue as soon as it happens both have serious downsides. A thorough investigation allows you to understand the extent of the violation and whether it was intentional, helping you to take a more measured response.