“Kathleen was way out of line. Going to her boss to complain about her performance review was over the top. We had no choice but to write her up.”
“Why didn’t you have a choice?”
“We can’t have our executives burdened with such mundane matters.”
“Did Kathleen talk to her boss about her concerns?”
“Of course she told him about her disagreement during the review.”
“Anything after that?”
“She wrote a five-page letter two days after the review and asked for a follow-up meeting with her boss.”
“What happened in the follow-up meeting?”
“It hasn’t happened yet. We’ve kept her boss pretty busy with our annual business strategy and budget planning that’s done every year at this time.”
“How long has it been since Kathleen gave her follow-up letter to her boss?”
“Let’s see, we’ve spent the last two months really focused on the strategy and budget work. Her review was before that, so it’s been maybe three months.”
“Is that a normal time gap for your organization to respond to employee issues?”
“Well, maybe not normal but it certainly hasn’t been the longest. We’ll get to her issue when the budget planning work is over.”
Advice for a troubled management team
Oh, my goodness!
What a host of riches exist for making changes to improve process, better engage employees and even minimize the risk of legal action:
- Consider an open door program so employees with issues have a place to go
- Revisit how priorities are set
- Provide training on balancing task completion and relationship building
- Have someone serve as the advocate for employees
- Conduct risk management training
What other going-forward advice would you offer this HR manager?
Image source before quote: morgueFile.com
Wow, it seems like there are so many different angles you could come at this situation from.
Here is one thought I have for the HR director. If someone takes the time to write a five-page letter about their concerns, the situation should be handled promptly. Putting it off only, makes things worse. Taking time to sit down, listen, and work on issues can go a long way to improve morale, and productivity. Even if the situation isn’t one the two parties see entirely eye to eye on, a sincere effort has been made.
Dan – I so agree with you that a five-page letter spells serious intent. Nothing good comes from ignoring employee issues (unless you happen to be an employment attorney!). Thanks much for stopping by!
My advice would be to state the following, “I suggest that you consult with your legal department on the potential adverse ramifications that your delay has thus far exposed the company to. Furthermore, I recommend that you immediately assemble the necessary people–regardless of how busy they are this time of year–to address Kathleen’s concerns.”
LeRoy — Well put! Immediate action is the only way to salvage this situation (or at least attempt to). It always amazes me that firms like this are surprised when the lawsuit is filed. Thanks for sharing your spot-on advice!
I agree with Leroy
Amy – delighted that you stopped by! LeRoy’s advice is right on target as is Dan’s.