Manager’s Bad Advice Could Lead to Dismissal

Posted on November 4, 2014 by TNS Consulting Team (via Scott Spayd)

managerHere’s one for the books. I know someone who works for a major food chain here in the Midwest. I’ll call her Jane to protect her identity. Jane is just reaching her one year anniversary as a part time florist. A few times she has had to clarify certain procedures and protocols with her boss. Naturally.

Due to Jane’s boss not being able to extend her more working hours as a part-timer, she asked her boss if she could arrange her schedule should she be called to work at another occasional part time job – given enough notice. The boss told Jane that if that opportunity landed on a day she was scheduled to work, she should just call in sick that day. Jane took offense to the advice of lying and calling in sick because she has a good work ethic. Not only did Jane’s immediate boss tell her to call in sick but so did the store manager who has years of experience with this particular food chain.

Jane has asked several times for more hours and it turns out her coworker is getting double the amount she is  – which is another matter altogether. Jane was told by her boss, that this other coworker is getting 20 hours while Jane was only getting 10, is just the way it is because she cannot afford to lose her. The coworker is a college student and she will probably not make the store her career. Meanwhile, Jane is much older, likes the job but needs more hours.

After listening to Jane tell her story, the conclusion sounds simple enough and that is to tell her union steward the problem. It’s hard to come up against her store manager and immediate manager after working there for only one year. It’s easy for someone else not in Jane’s shoes to tell her what to do. However, as long as Jane has tried to discuss the matter with both her manager and store manager, and came up unsatisfied, she should go to the next person in the chain of command, which is her union steward. That’s what the union gets paid to do in the first place, settle disputes.

Jane is worried about repercussions between her and her boss, but if she were to follow her boss’s advice by lying, she could be dismissed if found out. Anyone with a good conscience could hardly work at the other place knowing they lied and called in sick.

Do you have a manager who invites you to lie? You shouldn’t have to lie about anything. If you do, you could be dismissed as well as the bad manager telling you to do so.

TNS Consulting Team (via Scott Spayd)

About TNS Consulting Team (via Scott Spayd)

Great companies know that it takes highly engaged employees to retain customers and make their brand promise come alive. To make the connection between your employees, customers and brand, you need a partner with deep expertise across several areas. Only KANTAR TNS has over two decades of employee survey experience, as well as access to the consultative and research resources of the world’s largest customer satisfaction benchmark database and brand analytics research. Whether you have 200 employees or 200,000, Kantar TNS has the expertise and the advanced measurement, reporting, and follow up tools you need to deliver on your employee and customer brand promise.

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