Dear Ammar,
I have been working at my company for the last three years. During these years I have exceeded all set performance indicators set by my department manager. This year, my numbers are a bit shaky. I am busy with personal issues at home and their has been a couple of set backs that caused me to lose focus. However, the revenues I brought the company to date is more than what some of my colleagues have done in five years. Haven’t I done enough for this company? Even if I sat it out for another year without doing anything, which I would not do, I have definitely done my dues. In 2003, the company was going through a financial crisis. If it was not for a deal I secured for my company, the company could have been in shambles. At the time, the CEO himself came over to my desk to congratulate and to thank me for pulling this through for the company. Now that I am in trouble, they are ready to abandon me so easily. I am totally disappointed and disgruntled. When I shared my feelings with my manager, he said that there is no such thing as loyalty, it is only business. He said that if I do not improve on my numbers next quarter I might be fired. I want to talk to the CEO personally to give him a piece of my mind. What do you think?
Regards,
Ahmad
Dear Ahmad,
I can tell you are angry and hurt. When we get emotional it is hard for us to see the other’s point of you. So, I am going to ask you to take a deep breath and put yourself in the management shoes. Trust me it will help you grasp the situation objectively and charter a path towards resolution.
You said that you are too busy with issues at home, leading to deterioration of your performance at work. Then, you agree with your supervisor that there is a problem with your performance. regardless of earlier performance, there is a problem that needs to be fixed. If not fixed, and performance is substandard, I think your manager is justified to say what he said on giving you a warning to improve or otherwise you will be fired. Actually, I would appreciate a manager who is straight forward with me on that than someone who just surprises me with a pink slip (firing).
No one has done enough good for the organization to justify working outside the acceptable norms of performance, team spirit, or decency. Such attitude is dangerous for the organization and the team members alike. The whole concept of an organization evolves around a “contract” between the organization and team members. The employment contract is used because it is more convenient and beneficial to both parties than getting into any short term relationships similar to those in conventional contracts between buyers and sellers. During this contractual relationship, team members offer their services to the organization for a return. At the end, and in the grand scheme of things, it boils down to a tit-for-tat. Meaning, it is an arrangement based on mutual benefit. This applies regardless of the type of the organization, whether governmental, not-for-profit, or private, and regardless of the size of the organization.
Everybody makes mistakes. Organizations should tolerate them as part of the learning experience for the organization and the team members. However, if someone’s work is a compilation of continuous mistakes and substandard performance, then maybe that person does not have his or her heart in the job. It is the manager’s responsibility to urgently address this issue and fix this problem. Unfortunately, as a last resort, a manager might have to fire this fallen star. Regardless of the solution, a manger should never tolerate such a behavior under any circumstances.
The whole idea might sound like it is written from the selfish perspective of the organization or business owner. In reality, it is written from both perspectives; the organizational and team members’. First and foremost, it is in the team members’ interest that they do not become too complacent and content with their past achievements. They need help from the organization and their manager to motivate them to new higher levels of performance. No one should want to be stuck in a rut without continuous growth; knowledge wise, career wise, or fulfillment wise. When one stops giving to the organization, that is the day one should leave the organization. No one should want to stay a minute past the ability to contribute effectively to the firm, regardless of past achievements, and regardless of how unromantic this might sound.
I recommend that you look into the causes of your substandard performance. Fix it. Take time off to do that if you need to. If you cannot, maybe it is time to find another job where you can perform properly given your personal situation. Do not expect your organization to pay for your personal problems, long term. Short term, I am sure your manager will be willing to work with you as long as you show progressive improvement. Good luck.
Regards,
Ammar