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Moving forward in 2013
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Moving forward in 2013
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
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Forums » Topic Forums » General Forum » Moving forward in 2013
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Re: Moving forward in 2013
posted at 1/28/2013 9:30 AM EST
on Workforce Management
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Posts: 144
First: 9/21/2011 Last: 2/8/2013 |
Sounds like he is becoming a "self fulfilling prophecy". Personally based on what you have written I would get rid of him sooner rather than later. You know he is not working out, you have given him a chance to work but he just isn't able to deal with the changes. Those below him are losing respect for upper management. So in reality, you could be losing very good employees by keeping him on board. And fostering an environment of negativism. If you have to do a PP, I would make it a very very short one if possible. Like these are the IMMEDIATE changes I want to see. No pussyfooting around. Be direct. Stop "coaching". Yes, you will lose your job if you don't get on the current train of thought. And give it a very very short time frame for change. You can back that up by reminding him that he has had a whole year (or whatever) to get used to the changes. |
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Re: Moving forward in 2013
posted at 1/28/2013 10:29 AM EST
on Workforce Management
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Posts: 170
First: 9/20/2011 Last: 2/5/2013 |
In Response to Re: Moving forward in 2013: Sounds like he is becoming a "self fulfilling prophecy". Personally based on what you have written I would get rid of him sooner rather than later. You know he is not working out, you have given him a chance to work but he just isn't able to deal with the changes. Those below him are losing respect for upper management. So in reality, you could be losing very good employees by keeping him on board. And fostering an environment of negativism. If you have to do a PP, I would make it a very very short one if possible. Like these are the IMMEDIATE changes I want to see. No pussyfooting around. Be direct. Stop "coaching". Yes, you will lose your job if you don't get on the current train of thought. And give it a very very short time frame for change. You can back that up by reminding him that he has had a whole year (or whatever) to get used to the changes. Posted by rrupert Spot on. Take action now. He needs to own the failure of his team regardless of other factors. The only question I have is regarding this issue of Senior Management changing processes. Did you agree with these changes? If not do you need to push back since they may have been partially responsible for the reduced results. |
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Re: Moving forward in 2013
posted at 1/28/2013 9:51 PM EST
on Workforce Management
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Posts: 170
First: 9/29/2011 Last: 2/4/2013 |
From your description, it appears that you're in an "in extremis" situation and that inaction on your part will only mean you go out the door before this manager does. And as an old military guy, if senior management makes the changes and you don't agree, you simply point out where you think they're wrong but, if they insist, you give the "aye aye" and do your best to implement them. Regardless, you have a couple of options here. If you can, give this manager a severance package and escort him out. If HR won't let you, then you can move this manager to another position temporarily but the important thing is to get him out of his current role/department immediately. Finally, you can present this manager with a performance improvement plan for, say, the next 30 days with specific objectives that must be met or he'll be terminated. Offer him the opportunity to simply leave with pay for the 30 days along with the opportunity to try and meet the objectives. However, based on what you perceive to be an immediate need to act, this probably won't sell too well in the president's office. But take control. Make yourself acting over the manager's area if you have a good relationship with this manager's employees and take some steps to increase morale while you find and select a replacement.
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Re: Moving forward in 2013
posted at 2/3/2013 1:35 PM EST
on Workforce Management
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Posts: 170
First: 9/29/2011 Last: 2/4/2013 |
Glad things worked out. Hard to really say remotely what your next steps might be, but I'm guessing that having some very clear direction from an involved and supportive leader will be crucial for the next several months until things are back on track and you can select a replacement manager. |
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