Leaders of an internal investigation at Avon and Somerset Police found detective constable Philippa Baskwill guilty of gross misconduct last Thursday (10 April). Baskwill was dismissed without notice.
She had reportedly spent hours online shopping while on duty, and weighed down her keyboard so her computer would not go into standby mode while at work, according to the police statement.
Over a three-day period in 2023, Baskwill was found to have spent nearly nine hours browsing through shopping websites.
HR leaders and employers must set clear policies and guidance on productivity, especially when remote working, said Chris Williams, people and culture director at HR software provider Mauve Group.
He told HR magazine: “This case highlights the problem with outdated productivity measures like presenteeism or office attendance, which don’t give a useful picture of how people are working. The focus must shift to outcomes and what employees are delivering, rather than where or when they’re working.
“HR should support line managers by ensuring they have the right tools and training to lead effectively. Clear expectations, strong communication, and a shared understanding of roles are essential. Regular check-ins, progress updates, and solid performance management help ensure fairness and accountability across teams, wherever they’re based.”
The importance of high performance should be echoed throughout an organisation, stated Sandhya Iyer, managing director of HR consultancy HR Dept.
Read more: Two thirds of workers engage in 'productivity theatre'
Speaking to HR magazine, Iyer said: “The value that employers place on high performance needs to percolate through the organisation’s culture rather than be a conversation for a performance appraisal meeting once a year. High performance does not plainly refer to individuals who aspire for vertical career growth but also those who are subject matter experts. It is key that an organisation recognises all forms of excelling talent through its performance models.
“Picking up the slack of the underperformer does not come without its stresses. It is vital that the wellbeing of team players and high performers are taken care of, by including perquisites which are meaningful to them. Offer an enhanced suite of health and welfare benefits, which higher performing staff will be able to pick from to suit their lifestyle. Having some agency around the choice of benefits available will also assist with retention of your best talent.”
Superintendent Larisa Hunt, head of Avon and Somerset police force’s professional standards department, said in a statement: "Staff are dealing with immense pressure and high workloads so it's extremely disappointing for an officer to act in this deliberate and deceitful way.
"[Baskwill] has let down the public primarily, but also her colleagues too."
Read more: Employee wins tribunal despite not doing work
When asked about how to manage an employee who seems disengaged or is underperforming, Melanie Leach, founder of human performance consultancy Flame Proof, told HR magazine that employers should “implement a collaborative 'your voice matters' opportunity. Encourage people to express why, and not just focus on what [they are disengaged with]. Diagnose the root and develop or agree a plan to support and guide people".
Line managers will be best equipped to deal with an underperforming employee, Williams added.
He said: “Staff often disengage when they feel overlooked or undervalued, and that usually stems from a lack of consistent, meaningful interaction. Managers must take the lead in addressing underperformance and strengthening team relationships. Where needed, HR can also offer guidance and encouragement to managers to proactively address this, and build stronger connections with their teams, wherever they’re based.”
Managers must also be trained to assess whether the issue is underperformance or poor attitude, Iyer added.
She said: “A manager must be able to assess earlier on in performance management discussions as to whether the issue is one of poor work ethic or a lack of experience and knowledge of the role. Once these factors have been considered, due process must be followed. This could either be performance management and/or further training. As a last resort, where the issue is one of poor attitude and work ethic, then a disciplinary for misconduct or gross misconduct may be the solution.
“Alongside this, encourage a culture which always harnesses trust and support for staff so they feel confident to discuss sensitive personal matters during a time of need.”
