Do the Right Thing, or Look Out for Number One?

[thumper1]

<p>Is the employer making a GUARANTEE that this job WILL be fully funded for two years? </p>

<p>True story here…I know someone who took at job that started at the end of August. That job is being eliminated THIS WEEK because there has been a change in the job requirements of a person with seniority at the work site. The new hire is no longer needed and is being terminated. I will tell you, <em>I</em> interviewed for the same job and was asked if <em>I</em> could make a long term commitment to the job. My bet is this hire was asked the same question. BTW…I did not take the job when offered for a variety of reasons…and I guess I made the right choice.</p>

<p>As noted…VH’s son PLANS to go to grad school…but right now nothing is firm. Things could change…he could end up LOVING this job and decide to defer grad school. He could get married and decide that an income is the way to go for the time being. </p>

<p>I say…take the job.</p>

[3togo]

<p>

Better yet, an employee comes to you and says he’s been offered a fabulous opportunity elsewhere, but that he feels loyal to you for the support you’ve provided during his time at the firm. You know he’s on the list to be “right-sized” in three weeks. What should you say, keeping in mind that saying what’s “permitted” is equivalent to saying “Thank you for your loyalty. I hope turning down that fabulous offer won’t sting too much when you’re laid off at the end of the month. And yes, I realize you will lose all respect for me when that layoff notice hits your desk.”

</p>

<p>If it’s me … in my office on the company’s grounds I will give the non-answer answer that management is giving … and then I’d suggest we go out for lunch and have another conversation that gives pretty good hints that the employee should jump on the other opportunity without explicitly saying what is coming.</p>

[ucbalumnus]

<p>

@ucsd&lt;em&gt;ucla&lt;/em&gt;dad

You tell him what you’re permitted to tell him. If you’re not permitted to tell him anything then you tell him that - you say ‘I’m not at liberty to say anything about it right now’. That’s the truth and it isn’t lying to the employee. Managers are sometimes put in this situation in business and most employees realize that.

</p>

<p>Of course, employees know or assume that such non-answers basically mean, “yes, there is a high likelihood that the division will be sold or closed down”.</p>

[ucbalumnus]

<p>

@NewHope33

Better yet, an employee comes to you and says he’s been offered a fabulous opportunity elsewhere, but that he feels loyal to you for the support you’ve provided during his time at the firm. You know he’s on the list to be “right-sized” in three weeks. What should you say, keeping in mind that saying what’s “permitted” is equivalent to saying “Thank you for your loyalty. I hope turning down that fabulous offer won’t sting too much when you’re laid off at the end of the month. And yes, I realize you will lose all respect for me when that layoff notice hits your desk.”

</p>

<p>Huh? Seems that in this scenario, the manager’s response could be to say something like “I realize that you need to look out for your own career; good luck, and maybe we’ll meet again in the future” without saying anything about the impending layoff. I.e. avoiding encouraging the employee to stay, but framing it in terms of what is best for the employee, not in the context of the impending layoff that s/he is not supposed to say anything about.</p>

<p>Then the employee will have a new and better job, the manager won’t have to destroy his/her relationship with the employee, and the company won’t have any added expense of laying off the employee. Everyone wins…</p>

[NewHope33]

<p>Strange things happen in business. My SIL worked at a Fortune 50 company. One time she received an Employee-of-the-Year Award. Ten days later … layoff notice. I have personally been asked to commit fraud. I’ve seen a good manager sacked so the VP could promote an attractive MOOS to the position. And yes, I’ve heard managers openly talk about who they’d like to get rid of. Against these real-life experiences it’s really, REALLY hard to advise a young person to “tell the truth” about a tentative plan that may or may not come to pass. If he MUST talk about his future plans, how about “My current thinking is to bring the company $10 in profit for every dollar I earn in salary. Should I be thinking bigger?”</p>