Mark left this as a comment but I think it deserves to be opened as a full topic....let's discuss this.
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OK, here's another business question for everyone.
Is it ethical to terminate an employee because of “performance” even
though no one has discussed with the employee their perceived lack of
performance? Even though that person’s manager has provided good
reviews and the employee appears to be meeting the expectations laid
out by the manager? The situation is that another “manager” in the
organization perceives “problems” with this individual and wants to
replace this person in the organization. The question raised a few days
ago was about whether to notify this person they are on a PIP
(performance improvement plan) or to simply terminate. No detail of the
“problems” exists (to date) and no one has attempted to counsel the
individual at risk.
I WANT YOUR COMMENTS! CLICK TO ADD YOUR comments(1)
COMMENTS
[ Posted byChris Reich, September 21, 2009 20:37 ] You had the answer on the first line. NO.
If someone is not intentionally (meaning this can be corrected) failing to perform, they need to be made aware of the problem. In my opinion, they need to be made clearly and specifically aware of their failure and then the company has some responsibility to work with that person---training or discipline as necessary for a reasonable period of time.
When a person applies for a job, the employer knows a lot more about the job requirements that the the person being considered---therefore, the company has an ethical responsibility to put the right person, as far as they can tell, in the right job.
I find the current disdain for labor very inappropriate. The auto makers are forever blaming the workers for what is really the poor performance of management. And when crunch time comes who takes the cut? Labor. And it stinks.
Employee "Lack of Performance"?
