unions

January 12, 2011

Poor Management? This is No Solution!

Happy New Year!

OK, so after the hectic period of Christmas and New Year, I sort of forgot my usual Sunday evening activity of writing my newsletter. I knew it this morning and so I thought that I’d do it later on.

As it happens, this was fortuitous, because there was a phone-in on Radio 5 Live this morning as I was driving into my office that really resonated at first and, as the show and callers ran on, really began to annoy me.

It seems that the Cameron co-alliance, co-operative or co-alition thing – whatever we want to call it – has come up with a bright idea to stimulate business. They intend – or so it has been reported, that employees will not be able to take an employer to an industrial tribunal for unfair dismissal unless they have been employed for 2 years, rather than the current one year.

For once in my life as a manager, I found myself in complete agreement with the Union member of the panel. This was ably assisted by a rude, arrogant and 70’s command-and-control style business owner (Peter from South Wales) who, amongst other things, complained that women who are sick during pregnancy are a pain in the rear end.

I was amazed that he was allowed to get away with this – or perhaps there was little the presenter seemed to be able to do with such a rude, loud and equality-resistant man. It was a horrifying reminder of days gone by.

What I took from the program was that this change in the law is intended to nanny-state protect poor-quality managers who simply do not use existing processes, such as performance management or discipline rules to manage their people effectively, so would be given a right to get rid of under-performers – or indeed anyone they took a dislike to, with little or no redress for the employee. Back to pagan times then.

This is simply crazy. In 25 years managing, I was able to dismiss a few people who needed managing out of the businesses I was running because quite simply they were not good enough. Capable management practices enabled me to manage this adequately and legally within the framework of management.

I don’t think I needed some bizarre law change to do that.

No, this smacks of a soother to managers who simply have poor management skills. Managers who are unable to be effective; to hold difficult conversations; to be strong and fair; to be focused and rigorous with standards.

I once dismissed an individual whose performance was managed very precisely. It took myself and her line manager a full 12 months to work through the agreed performance assessment processes that were fair to the employee and to us. That was perfectly acceptable, if a bit of a challenge, but it worked and was fair.

As obnoxious caller Peter from South Wales, who found that someone pregnant who was ‘a little bit stressed’ and was signed off sick, well, it’s time to get real, my friend. Since when are you capable of making a medical decision about her condition? Time to manage effectively and what’s more, time to plan for the unexpected by developing more of your people, more of the time, so that you have a succession plan in place for eventualities just like this.

Mr Cameron, we need no changes in the framework for employees to be able to be got rid of more easily. What you do need to pay a bit attention to is the poor quality of managers we often find in this country and get that sorted out.

Not to create excuses for them.

Filed under Blog, Developing Your People, Focus on Results, Management Basics, Managing Me by Martin

Permalink Print