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

[bglarson (bglarson]

Agree

Sent from my Windows Phone
________________________________
From: Charles Perry<mailto:charles [at] carolina-sound.com>
Sent: ‎11/‎28/‎2016 2:40 PM
To: HQ-Brian Larson<mailto:bglarson [at] transystems.com>
Cc: 'ferrari [at] ferrarilist.com'<mailto:ferrari [at] ferrarilist.com>
Subject: Re: [Ferrari] Human Resources Question [SPOILER]

In the long run, I think Nico now probably owes Vettel a favor. I know Vettel’s 
tires were starting to trail off, but I think Vettel did Nico a 
countryman-to-countryman favor with backing off on the last couple of laps and 
not pressuring him into endangering the outcome unnecessarily, especially with 
the unpredictable brilliance of Verstappen just behind.


From: Ferrari [mailto:ferrari-bounces+charles=carolina-sound.com [at] 
ferrarilist.com] On Behalf Of John Ashburne via Ferrari
Sent: Monday, November 28, 2016 2:12 PM
To: Charles Perry
Cc: The FerrariList
Subject: Re: [Ferrari] Human Resources Question [SPOILER]

He disobeyed orders to pick up the pace so not to expose Nico to threats from 
Vettel and Verstappen.

If he made it possible for those two to get into 2nd and 3rd place, Lewis would 
have won the WC based on the tiebreaker.

When told 3 times to pick up the pace (he was running at least 0.7 seconds 
slower than he could have), he informed Paddy Lowe that "I'm winning the race 
and am comfortable at this pace".

A couple more laps and Nico would have been at risk or at least forced to 
defend his position when he didn't need to.

He could have let Vettel pass and still won the WC but Verstappen was right 
behind Vettel and might have slipped by as well if he did so.

All unnecessary.

John

Sent from my ATT Bell Rotary Dial Phone

On Nov 28, 2016, at 12:52 PM, clyderomerof4 [at] gmail.com<mailto:clyderomerof4 
[at] gmail.com> wrote:
Ok I missed the end of the race
So what happened with Hamilton?

Did he say something stupid again
In victory you deserve Champagne
In defeat you need it!

[http://gallery.mailchimp.com/d50199eadaa3846040c76511e/images/Screen_shot_2013_05_29_at_9.18.02_AM.png]


Scars are Tattoos with better stories !

If you follow all the rules
You miss all the fun!

If you have no enemies, you have no character !

Clyde Romero


Confidentiality Notice:  This e-mail ( including attachments ) is covered by 
the Electronic Communications Privacy Act, 18 U. S. C., Sections 2510-2521, and 
is intended only for the persons or entity to which it is addressed, and may 
contain confidential or privileged material.  Any unauthorized review, use, 
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error, please immediately notify us by reply e-mail at Clyde.romerof4 [at] 
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reading them or saving them to disk.

On Nov 28, 2016, at 11:20 AM, Doug & Terri <dnt [at] dock.net<mailto:dnt [at] 
dock.net>> wrote:
Euwwwww – race car drivers.  Completely different antidote for behavior 
problems.  They are from a different planet.

Personally I feel trying to outfox and re-behavior such an interplanetary 
humanoid by demotion is dangerous.  Drivers number 2 and 3 are endangered.

Demotion manipulation, with such people, just makes them try harder to the 
possible long term detriment to the team:  on the track, in the stands, and in 
the press.  Hamilton was wronged.  Poor me.  Hamilton wins.  MB loses.

I could be wrong – the only initials following my name are “Jr.”

DOUG


From: Ferrari [mailto:ferrari-bounces+dnt=dock.net [at] ferrarilist.com] On 
Behalf Of Charles Perry
Sent: Monday, November 28, 2016 7:20 AM
To: DOUG <dnt [at] dock.net<mailto:dnt [at] dock.net>>
Cc: The FerrariList <ferrari [at] ferrarilist.com<mailto:ferrari [at] 
ferrarilist.com>>
Subject: Re: [Ferrari] Human Resources Question [SPOILER]

On the one hand I’m flattered that so many of you thought I might be personally 
involved in such a situation. And as usual, the talent here is formidable.

I guess I put a deeper veil on the question than perhaps it needed. The reason 
I had asked it with SPOILER in the subject line was that the question was 
actually about Louis Hamilton’s behavior at the Abu Dhabi Grand Prix. My 
original description is accurate and the interplay was between Paddy Lowe from 
M-B and Hamilton.

Were it me, I would keep Hamilton on the team for next year since he has a 
contract, but make him the MB test driver for next year and promote the test 
driver to the second race seat. This keeps Hamilton’s talent off another team, 
but dings both his ego and his wallet in a way I would think is appropriate for 
shamelessly ignoring team orders in a petty attempt to take Nico’s 
championship. I would also pull any performance-based bonuses he might have 
earned this year for things like points or race wins.

So what other ideas do you HR gurus have now?  :)

-- charles


From: clyderomerof4 [at] gmail.com<mailto:clyderomerof4 [at] gmail.com> 
[mailto:clyderomerof4 [at] gmail.com]
Sent: Sunday, November 27, 2016 8:11 PM
To: Charles Perry
Cc: The FerrariList
Subject: Re: [Ferrari] Human Resources Question [SPOILER]

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
Be specific
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
Stick to your points
DO NOT WAVIER !
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
Listen

If there is a reason for this behavior change
Ask them for a solution
See what they say
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


Your thoughts?



In victory you deserve Champagne
In defeat you need it!

[http://gallery.mailchimp.com/d50199eadaa3846040c76511e/images/Screen_shot_2013_05_29_at_9.18.02_AM.png]

Scars are Tattoos with better stories !

If you follow all the rules
You miss all the fun!

If you have no enemies, you have no character !

Clyde Romero


Confidentiality Notice:  This e-mail ( including attachments ) is covered by 
the Electronic Communications Privacy Act, 18 U. S. C., Sections 2510-2521, and 
is intended only for the persons or entity to which it is addressed, and may 
contain confidential or privileged material.  Any unauthorized review, use, 
disclosure, dissemination, copying, forwarding or distribution is prohibited.
This email transmission, and any documents, files or previous email messages 
attached to it, may contain confidential information that is priviledged.  If 
you are not the intended recipient, or a person responsible for delivering it 
to the intended recipient, you are hereby notified that any disclosure, 
copying, distribution or use of the information containes in or attached to 
this message is STRICTLY PROHIBITED.  If you have received this transmission in 
error, please immediately notify us by reply e-mail at Clyde.romerof4 [at] 
gmail.com<mailto:Clyde.romerof4 [at] gmail.com> or  by telephone at (678 
6419932)and destroy the original transmission and its attachments without 
reading them or saving them to disk.

On Nov 27, 2016, at 4:41 PM, Charles Perry <charles [at] 
carolina-sound.com<mailto:charles [at] carolina-sound.com>> wrote:
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?





<image001.jpg>

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