Post by Diana Rhoads on Feb 23, 2016 16:09:45 GMT
Lesson 4: Critical Thinking in Action As a Leader
What assumptions are present in the scenario?
First of all, I do not think that the candidate was provided the appropriate information regarding the job. Did he sign a job description? It appears that the interview or job offer—not sure--- was rushed with no specifics provided by the employer.
The employer appeared to assume that the candidate understood what was required of him, even though the candidate appeared to “just want the job.”
Where was the supervision before the firing? I would think that some of the concerns came up before the firing. Asking the employee what was going on prior to firing might have assisted with understanding what was going on personally with the employee. I do not think an effort was made prior to firing. Why would the employer allow this person to fail without offering support. When the employee mentioned all of the personal issues he was dealing with, it was too late. The employer was already at the firing point.
Not enough questions were asked by the employer to the employee. The employer stated several areas that were important for the employee to understand but she did not question him regarding the job specifics, she took at face value what he was saying to her without probing him for specifics.
How would you respond?
As the employer, I would have asked specific questions to the candidate up front regarding the specifics of the job as well as having a job description and the policy handbook available. Just because someone is telling you they understand and will get it done –does not mean they will. I would have asked for his direct supervisor for feedback on a weekly basis until I was confident that the job was getting completed correctly. Feedback to the employee would also be necessary, both negative and positive.
At the time that performance was slipping was the time for a conversation with the employee with HR present if needed. Hopefully being able to assist with some accommodations until he could get the appropriate care for his family. However, misuse of the vehicle, credit card and company time is fraud so therefore that would need further investigation. Does he understand that it is fraud, this can lead to immediate dismissal, how much did he “overspend” for his own needs? The company made it pretty easy for him to misuse time, van and credit card.
What would I do?
After reviewing the facts, I would accommodate him with a position that better works for him until he could get his personal life in order. Give him a time frame to get this completed. It is not fair to hold him completely accountable. He was hired quickly with no questions asked. He would be placed on a performance improvement plan and would have to repay what he spent on gas and credit card.
I would ask him upfront if he is capable of continuing with employment. Give him an opportunity to speak on his behalf.
I would also complete a systemic review of all employees to see if there are concerns as a whole with staff. Since he was not provided direct supervision or follow-up, maybe no one else was either. The company could be losing money with lax practices.
What questions did you ask yourself in coming to this conclusion?
An interview is a two way conversation….ask questions.
The employer was not prepared with questions to ask?
Has the candidate done their homework? Maybe the candidate needs probing to answer questions.
Ask open ended questions—that cannot be answered by yes and no.
Ask behaviorial questions. How things are done and have happened in the past?
What are performance expectations? Are they clearly written?
There appeared to be no processes in play to assist in what the clear expectations and guidelines of the job are.
He was not provided a direct supervisor, where was the “shadowing”, who was supporting him?
Do we have a training program? Where was the feedback and encouragement?
Who is following up? Oversight? Did we carefully monitor what was delegated?
Was he following what other staff were doing or not doing?
Did we create an environment where team members cannot motivate themselves?
Did we ensure that he understood his limits and boundaries?
Can we admit to being “wrong” on our end?