Your best employee unexpectedly storms into your office and yells “I quit!”
“Please have a seat. I don’t blame you for your decision. And I want you to do what’s best for yourself in the long run. Let’s talk about what’s wrong and maybe figure out what we can do to fix things.”
The CEO asks whether the firm should adopt a new fad:
“We should only do it if it passes three tests. One, it must lower our costs while raising customer satisfaction. Two, it must not promise more than it can deliver. Three, it must not spawn a mini-bureaucracy.”
Your boss chastises you for giving an employee an overly generous raise:
“I view it as a sure-fire investment. I don’t want my staff pressing their noses against the glass, always wanting more. I want them to break the glass so they get what they deserve.”
- Hug or a handshake: Which does your workplace embrace?
- Document all disciplinary actions, including why and when you decided to act
- Prepare for the EFCA—even if unions never worried you before
- When workplace romance fizzles, watch out for discipline that looks like discrimination
- Remind managers and supervisors: We welcome complaints!