Jerry Fletcher

6 years ago · 2 min. reading time · 0 ·

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Agree to Disagree

Agree to Disagree

A Personal Note
Jerry FletcherMy daughter and I agreed to disagree.

Neither of us felt that risking our relationship was worth going for a singular opinion.

In part, it was the topic. We ranged over the efficacy of firing non-performers in what she calls “the private sector” versus how difficult it is to fire a government employee to the protections for women provided by working for a government particularly in the Pentagon.

We skated into a debate on monetary policy as well. I contended that the political view I preferred was fiscally conservative while socially liberal even though the combination currently does not exist.

Her view was that the USA had been bailed out of a deep recession by a strategy totally at odds with all the historic conservative approaches. She pointed out that it was liberal over the top.

I had to concede her point even though I still believe the bankers responsible should somehow pay for their misdeeds.

Will that ever happen? I doubt it. However, I still hold hope that our gutted Department of State will be resurrected. She pointed out that Congress could help that by pulling some of the funds awarded the military and putting them into diplomacy instead of supporting chest thumping.

Neither of us think Congress has the cajones for that. It would take a commitment similar to that required to fire a government employee. She tells me that the paperwork involved quells most interest in that solution. Instead, employees are advised that their position is being phased out and they should look for a new position. They are not required to meet any requirements during that process and are paid even though in some cases the office or cube they worked in no longer is available.

And they wonder why civilians detest them!

The flip side of that is the protection afforded the employee. You can’t lose your job just because the boss doesn’t like your looks, attitude, etc. You can only be fired for cause and the paperwork, warnings, and legal wrangles mitigate against speedy dispatches. As a manager in private companies less complicated requirements still made my blood boil.

I’m a little old fashioned that way. In my view, you should get to keep your job if you do it. If you don’t, I don’t think it is your right to claim payment. If you are holding back the productivity of a team or group I think you should be replaced.

Should you be dispatched without a warning? No.

Should you be tossed aside if you are ill or hurting? No.

Should you be given a chance to meet the mark? Yes.

Should all the exchanges be covered with paperwork? I suppose.

Would I change that paperwork? Yes.

I believe that we should borrow an idea from organized labor. The person being fired should have a representative—one that is not aligned with management. I agree with my daughter, that is particularly important if it is a woman in the crosshairs.

What do you think?

22ff067f.jpgJerry Fletcher, Networking Ninja, is a sought after International Speaker, beBee ambassador, founder and Grand Poobah of www.BrandBrainTrust.com

His consulting practice, founded in 1990, is known for Trust-based Brand development, Positioning and Business Development on and off-line.

Consulting: www.JerryFletcher.com
Speaking:
www.NetworkingNinja.com


Comments

Jerry Fletcher

6 years ago #6

#4
Ali, skill is always a determinant in the ultimate outcome for a professional either as an employee or an independent. New employees do need time to adjust but more importantly they need to be properly indoctrinated in the business. Too often they are expected to know what to do with little or no training. Combine that with attitudes that range from subservient to great expectations and a tenuous grip on reality and you wind up having to put some back on the street (if they don't do it to themselves) just a few months in to beginning a career. Even the bright ones sometimes surprise me in how long it takes them to begin to gain knowledge.

Jerry Fletcher

6 years ago #5

#3
Mohammad, I agree completely. Decisions to terminate employees made solely on the basis of numeric corporate requirements are dastardly. Removal of senior employees too often is due to the Peter Principle. There is little one can do about that in my view.

Ali Anani

6 years ago #4

This is a thorny issue. Some employees start working and then quickly fell below expectations. Yes, new employees need a period not less than six months to adjust However; initial impressions might expose them to unseen obstacles. We need to give them a breathing period. Worse, dear Jerry, is the boss is less than qualified to fire an employee who is qualified. Sometimes rejects perform better at other places and far beyond expectations. The best two soccer players in England who are competing for the award of Player of the Year are both rejects from the same club (Chelsea). This happens also in business.

Mohammed Abdul Jawad

6 years ago #3

In government sector, there are complications to terminate an employee. But, how cruelly management fires their employees in private firms. Just in the name of cost cutting strategy, the task of removing workers become simpler without any real justification or notifications in writing. The worst is when senior employees get tossed aside and their authority is neglected to humiliate them.

Jerry Fletcher

6 years ago #2

Thanks for commenting Pascal. I agree. Too often the system is rigged which is why the government regs do just the reverse of their intent.

Pascal Derrien

6 years ago #1

I agree .....that is if the performance system is objective, consistent, and audited which is rarely the case

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