SEPTEMBER, 2009

Name:

Mark Eastwood

Entry:

If you want my opinion, I think it sucks and is unethical.

If there’s a problem, then you attempt to counsel the person. If there’s a persistent problem you document and again counsel. At that point it’s no surprise if you create a PIP or move for termination.

The person who’s maybe in the wrong role has a chance to change the behavior, so long as the counsel given is specific and objective as is the remedy.

Country:

Date:

September 20, 2009 2:10 PM

comments (0)

Name:

Mark Eastwood

Entry:

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.

Country:

United States

Date:

September 20, 2009 2:10 PM

comments (0)

Name:

Mark Eastwood

Entry:

Chris,
I received the free copy of Tipping Point, thanks you!

I just finished another book I was reading so I'll be starting on this one.

Like many I wasn't sure if the offer was for real, it is! I'm doing ethics research for an MBA and also find that I'm faced with ethical choices at work right now. I'm glad I foudn the site.

Mark

Country:

Date:

September 20, 2009 1:29 PM

comments (0)