When it comes to poor-performing employees -- even those who’ve been put on notice, given an improvement plan and had plenty of time to turn around -- some managers are reluctant to show them the door.
It may be because a supervisor is too lenient, is afraid of being sued or doesn’t like giving up on employees, especially if someone’s having a rough time at home or has been with the company for years.
But sometimes, workplace experts said, the reason is that managers just don’t know how.
Want to convince managers to report harassment complaints swiftly?
Show them a video illustrating—in painful detail—what it’s like to sit through a deposition for a harassment lawsuit.
That’s among the training suggestions made by employment law experts now that the U.S. Supreme Court has weighed in on the circumstances under which an employee is a “supervisor” for purposes of vicarious employer liability under the Civil Rights Act of 1964.
When employees disclose shocking personal news -- a pending divorce, a terminal illness, maybe a death in the family -- no good manager would dare change the subject, discourage crying or carry on about her own experience, right?