A high performing department manager walks into your office. She has been highly successful at turning a low performing group into a high performing group. In the past 3 years, she has won two awards for her work. Senior management is highly impressed with her and holds her up as an example to other managers on how to get results. Turnover has been high, but each of the employees told you they were leaving for better positions–obviously this manager had trained them well.
The manager says: “I want to put a formal warning in Karen’s file. Two times in the past month she has called out with absolutely no notice. Yesterday was the last straw. She let clients hang, didn’t check her voice mail or e-mail and didn’t even answer her phone the second and third time I called her. She said her child was sick, but then why didn’t she answer her phone? And she has a laptop and I checked her office and the laptop was gone, so she obviously had it at home. There was no reason she couldn’t check her e-mail. I deducted both days from her vacation, but that doesn’t make this behavior acceptable!”
Your company’s official policy is that sick days are only to be used when the employee is ill, not for sick children.
Karen has been with the company 6 months. She came highly recommended and has performed well. She rapidly gained understanding of the company and her responsibilities. To the best of your knowledge, she was a good hire with potential.
How do you respond to the manager? Right now?