Ferrari Mailing List: Re: Human Resources Question [SPOILER]

[Stephen Sherman (stephensherman44]

I am thinking Hamilton!

Stephen L Sherman

Sent from my iPad Pro

On Nov 27, 2016, at 5:20 PM, Erik Nielsen <judge4re [at] gmail.com> wrote:

In an ideal world, a critical employee should be on a non compete agreement, usually 24 months, with agreement to pay base pay plus up to 25% extra or what ever someone else is offering.

If they have violated a clause in the contract, fire said employee for cause.  Zero tolerance and make an example of them.

Other option is give them a 90 day improvement plan to rectify their behavior with clear deliverables and milestones.  Gives you time to find a replacement as well…

On Nov 27, 2016, at 4:45 PM, Peter Pless <ferrarilist [at] pless.com.au> wrote:

All the way through that, I was thinking “Jeremy Clarkson”

 

From: Ferrari [mailto:ferrari-bounces+ferrarilist=pless.com.au [at] ferrarilist.com] On Behalf Of Charles Perry
Sent: Monday, 28 November 2016 9:42 AM
To: Peter Pless
Cc: The FerrariList
Subject: [Ferrari] Human Resources Question [SPOILER]

 

So we have a lot of smart business people on this list. How would you address the following human resources question? You may assume, for purposes of this discussion, that there are no contractual restrictions on your course of action:

 

You have an employee who is a confirmed star on your staff; who brings millions of dollars to the company because of his performance; who is well loved among your customers and who may be difficult, if not impossible, to replace on short notice with an equivalent talent. You have enjoyed a mutually successful relationship with said employee for years. However, said employee has now assumed the opinion that he is no longer an employee but an executive, and has given a very public middle finger to the existing executive staff in the company and made it clear through his actions and words that his own best interests are more important to him than that of the company as a whole. He has clearly violated a clause in his employment contract requiring his cooperation with and execution of executive directives. Your corporate and national culture favor both a clear chain of command and dutiful compliance with assigned job tasks.

 

What do you do with this employee and why?

 

 

 

 

 

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