Office Scenario
“You are a department manager in a mid-sized company that provides technology support services. You have ten employees who are required to maintain a high level of technical expertise and deliver excellent customer service. One of your employees, who has been with the company for two years, is performing at a substandard level and you have received numerous complaints from customers and coworkers. In addition, this employee has displayed confrontational behavior which has created a hostile environment. You must now meet with this employee and deliver an ultimatum regarding the need for immediate improvement or dismissal.”
As the department manager I would use the STL-C model of communication and conflict. I would first sit down with the employee and ask if there is anything going on that I can assist with whether professional or personal. I would address the concerns that have been brought to my attention and allow him to respond to those concerns. I would inform him that the issues are of great cause for concern and that immediate improvement is necessary in order for his continued employment with the company. If the employee becomes confrontational during the talk I would end the meeting and proceed to prepare a formal documentation to take further action. If the employee is calm and rational in his response, I would ask him how we can make the situation better. I would also share with him how he is expected to act according to the ethics of the workplace.
As the department manager I would use the STL-C model of communication and conflict. I would first sit down with the employee and ask if there is anything going on that I can assist with whether professional or personal. I would address the concerns that have been brought to my attention and allow him to respond to those concerns. I would inform him that the issues are of great cause for concern and that immediate improvement is necessary in order for his continued employment with the company. If the employee becomes confrontational during the talk I would end the meeting and proceed to prepare a formal documentation to take further action. If the employee is calm and rational in his response, I would ask him how we can make the situation better. I would also share with him how he is expected to act according to the ethics of the workplace.
According to “Partnering with Your Boss” some of the things that constitute ethical behavior in the work place are
The law of the land—If it’s not legal, it’s probably not ethical either!
Your industry—Many industries have specific codes of ethics.
The law of the land—If it’s not legal, it’s probably not ethical either!
Your industry—Many industries have specific codes of ethics.
Your company—Most companies have detailed employee handbooks that outline both acceptable and unacceptable behavior. They should also include guidance on what steps to take in difficult situations (i.e., how and where to report ethical violations).
If the situation does not appear to be salvageable, then I would recommend the employee resign in lieu of termination. If it is a workable situation, I would document the conversation and prepare a formal write-up with the plans for improvement and have the employee sign off on it.
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