Will a Mess-up Mean a Job Loss?
One of the most chilling comments I've ever heard in the workplace was when an executive muttered: "We don't recover our wounded."
I remember thinking, "If that worries you, imagine how the practice is viewed by your employees."
The late Earl Long, eccentric governor of Louisiana, was assured by a follower that although he'd gladly support Earl when he thought he was right, he couldn't on one occasion because the governor was wrong. Long replied, "You crazy [expletive deleted], I don't need you when I'm right."
A great fear of many employees is that they will be set adrift in the wake of a reasonable decision that didn't work out, or after a minor blunder. They worry that for all of the talk about loyalty, if loyalty becomes inconvenient, management will not support them. Vague standards and arbitrary enforcement of rules foster that fear.
To provide assurance and predictability, leaders should talk about the distinctions between good and unacceptable conduct, whether it is by an executive or a file clerk. Values and expectations need to be frankly discussed so fear of arbitrary action can be reduced. Employees gain confidence when they know where the swamps are and how to avoid them. Without a clear delineation of the trails, they may assume every shadow is quicksand.
One firm declared: "Make a technical mistake and we train you. Make a values mistake and we discipline you." That standard is not perfect, but it provides a rough sense of the boundaries. It should be the start of an ongoing discussion.
Michael Wade writes Execupundit.com, an eclectic combination of management advice, observations, and links. A partner with the Phoenix firm of Sanders Wade Rodarte Consulting Inc., he has advised private and public-sector organizations for more than 30 years.
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Reader Comments
Stop "worrying" and legislate.
It doesn't much matter what platitudes a company states unofficially to employees, if the OFFICIAL doctrine is that of continuing to make all people sign statements "agreeing" in advance to be fired for "any reason or no reason."
Employees everywhere have good reason to be "afraid" of the corporate entities that are out of control BECAUSE the citizens did not have enough guts to "control" their tone and tactics (via sufficiently liberal government).
Employee, dear soul, you are way, way, way behind the curve on this. You will have employment policies slanted against you and every other real person UNTIL we stand up as voters and assert citizen rights over corporate "rights" in the laws of the land.
Exceptions
One thing to keep in mind, of course, is that the courts commonly apply exceptions to the doctrine of employment at will and, in wrongful discharge cases, reverse terminations that violate an implied contract, public policy, or good faith and fair dealing.
Uh, huh.
Yes, and bear in mind that this typically occurs in courts with judges appointed or elected by liberals. At present, you have a Supreme Court dominated by five guys (including two new Bush appointees) who about a year ago decided that Lilly Ledbetter could not sue Goodyear Tire for years and years of gender wage discrimination because she did not file her claim within 180 days of the first check she received that was less than mens' checks for identical work in identical jobs. NEVER MIND that payroll is kept secret by the employers and she could not have known about the discrimination against her until "tipped" with the real facts years later. The Court said, file within 180 days of something you cannot necessarily know (because you are kept from knowing) , or tough luck, ladies. Corporations are laughing themselves silly (and will continue to do so until YOU take the political wheel and STEER your country).
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