Sorry You’ve Chosen
to Be Fired
PERFORMANCE MANAGEMENT DURING PERIODS OF ORGANIZATIONAL CHANGE
By Bruce Mayhew
What should a leader do when an employee continues
to not accept the change happening within the company?
Has the employee chosen to quit? This is an
uncomfortable subject – but one all leaders face at
some point – so here is an examination of these questions from
legal, leader/company and employee points of view.
HR lawyers and consultants warn there are subtleties with every
employee/workspace situation. The following few base factors
■■ Every employer should expect employees to follow the company
vision and strategy.
■■ A change of strategy and/or technology should be expected for
every business to stay relevant. Therefore, change should also be
a natural part of an individual’s work and career.
■■ An individual who is being resistant to change is akin to
insubordination, likely leading to dismissal with “just cause” plus
the appropriate severance.
While the preceding statements are true, it’s important to note
that all of the responsibility does not fall on the employee; businesses
are also required to support and empower their employees.
There are also a few more legal perspectives that will be examined
in the leader and employee points of view.
To begin, here is a quick look at the key responsibilities of a leader
and company as Bruce Mayhew Consulting shared at HRPA’s
2019 Annual Conference & Trade Show:
1. Sets strategy.
2. Consistently shares and repeats the company mission, vision,
values and appropriate messaging.
3. Is very clear about performance management expectations,
measurement criteria and consequences.
4. Inspires and motivates others.
5. Offers growth opportunities, training, mentoring/coaching
6. Is trustworthy, fair, firm and open to new ideas.
Internal mentors and
coaches can help fellow
employees adapt to change
HRPROFESSIONALNOW.CA ❚ APRIL 2019 ❚ 17