I say act
swiftly. Forget the mamby pamby HR-oriented procedural stuff. If
said employee gives you the bird so publicly and gets away with it, you have
been challenged, demeaned and humiliated in public and your whole chain of
command and hence the integrity and functionality of your organisation is under
threat. You are seen as pathetic if you tolerate it and there will be a
snow-ball effect. Time to be hard, decisive, cruel but fair. Time to publicly
and overtly cut off the finger that is giving you the bird!
E.G. As money is
not an issue, deny the employee access to his/her current role for a defined
amount of time that will deny his/her ability to reach his/her aspirational
targets in the future. Substitute said employee with another from the
organisation for this period of time. Demote said employee in the
interim. Consider this a permanent move depending on performance of the
substitute.
Cheers,
Grahame
Schedule a meeting with this individual on a
Monday
Email them a copy of their signed contract no later than that
Friday
Let them know the topic of this meeting is the subject matter
expressed in this email
They will have all weekend to mull this over in their
head
Have their contract available and a have counsel and HR there
as well at the meeting
Meet with consul, HR with regards to the contract and
termination, in other words know when to hold em know when to fold em!
Plan for breaks in order to meet with HR and consul during
the meeting to discuss what was said by the individual
Start the meeting off by saying how valuable they are to the
company
Be as positive as you can with this person considering the
circumstances
Allow for a little wiggle room but not much with regards to
your having to have this meeting concerning their behavior
Ask the individual if there has been any personal issues that
has brought out this non standard approach to their recent change on how
business is being conducted at your company
Let them know in no uncertain terms that this behavior
can no longer be tolerated and that we are having this meeting to find out what
has brought this change upon one of our star employees
Allow for them to speak to the issues
If there is a reason for this behavior change
If it sounds reasonable, break from the meeting, and check
with consul and HR for legalities
Allow for a 30/60/90 day review of said individuals
performance with reviews noting that if improvement doesn't happen termination
will occur
If they become belligerent with regards to the questions
asked and the change of how they interact within the corporate
structure
Terminate the meeting immediately
Review the notes taken by counsel and act
swiftly
In victory you deserve Champagne
Scars are Tattoos with better stories !
If you follow all the rules
If you have no enemies, you have no character !
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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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