Comments on: Tattle Tales

By: Hank

Hank — Mon, 30 Jan 2012 08:05:42 +0000

In reply to Indiana Catbert. It's great to read something that's both enjoyable and provides pragimtasdc solutions.

By: Indiana Catbert

Indiana Catbert — Tue, 15 Apr 2008 04:22:00 +0000

Rat – good idea to go forward. You must look out for the good of the company (and yourself). You don’t want the departing manager to say to the Director: “hey, I told the HR manager a month ago so at least I gave you some notice, indirect as it is.” You’ll then be holding the bag!

By: Anonymous

Anonymous — Tue, 15 Apr 2008 00:55:00 +0000

Thanks for your feedback… Being inexperiences in HR, your opinion really does help. My co-worker has not officially been offered the new position yet and has not disclosed her plans of leaving to our boss yet and it has been one month since i have know what she is up to. I am definately going to have a conversation with our boss this week about the possibility of this co-worker leaving. I think there may be consequinces on my end of the staff not trusting or alienating me but i know that this is my job and i this is ultimately going to bite me in the behind if a solution is not addressed sooner than later.
Thanks for your feedback!
The Rat

By: Indiana Catbert

Indiana Catbert — Mon, 14 Apr 2008 23:00:00 +0000

EvilHR Lady - good advice, but I would take a slightly different approach. Since this manager has placed the HR person in a difficult situation, I would tell the manager that they should communicate their plans to the Director and if she won't, then the HR manager will. This is the key to monkey management. Do not let the monkey jump to the HR manager's shoulder if it can be avoided.

The manager knows that a problem will be created with her likely departure, she created this situation, and has put the HR Manager in a difficult position. Some will think expecting the manager to inform a difficult boss about her intentions is unrealistic (but it can be minimized with your suggested pre-planning), but she owes a responsibility to her employer where she receives her paycheck.

It is a longshot and the HR manager will likely have to be the messenger. Nonetheless, I'm always for having the employee own their problems and for coming up with suggested solutions.

By: Ibn Tumart

Ibn Tumart — Mon, 14 Apr 2008 22:43:00 +0000

I agree with Sailorman's comment.

I also think that if the employee does get the axe, then she will have at least learned the folly of sharing her job hunt with the company's *HR Manager*. A harsh way to learn it, true, but nonetheless it's a valuable lesosn.

By: sailorman

sailorman — Mon, 14 Apr 2008 21:08:00 +0000

"He may threaten to fire your friend immediately."

And if he does... well, that's a good time to point out that what this employee did is the best possible thing for the company. Actually, a better time to point that out would be right smack at the beginning of the company. "Our employees currently trust us and care for our company, and want to do the right thing even when they have decided to seek opportunities elsewhere. In that vein, you should know..."

After all, does he want every single future employee to give short notice? No? Then he'd better get on board with this one.