The following is an excerpt from my new book, “REAL WORLD TRANSFORMATION: A Handbook for Entering the Workforce,” which is a survival guide for young people as they transition to adulthood. The book offers considerable advice on how to manage our personal and professional lives. As part of this, I found it necessary to discuss the legal ramifications of employment.
For the last two weeks we discussed things like terms of employment, work hours, moonlighting, salaries, job titles, and employment contracts. This week we will look at performance reviews, reprimands and firings, and stress management.
PERFORMANCE REVIEWS, WARNINGS AND DISMISSALS
Reviews
An Employee Performance Evaluation (or “Review”) is quite normal and routine, particularly for new employees in their first 90 days of employment. The evaluation is normally prepared using a standard form and outlines your strengths and weaknesses. If there is a problem, the manager should advise the employee accordingly and give the employee enough time to correct the problem, for example 30 days. This also gives the boss an opportunity to offer advice to the employee on how to improve himself. Don’t be offended by the review, listen carefully and pay attention to what the reviewer tells you. Whether the review is accurate or not, it represents how you are perceived and you should take corrective action.
As part of the review, you will be asked to sign it, verifying that you understand what was said. The review will then be filed in your job jacket for future reference.
If you’re having difficulty with a job, you may be put “on notice” (either for improvement or facing termination), which should also be written in the review. Now is the time to do an examination of conscience; improve or start looking for a new job.
layoffs
There is a big difference between firing a person and letting a person go. While the latter may be the result of work stoppages, the former is due to individual performance. As such, this tutorial is primarily concerned with shooting. From the start, understand this: Keeping an underperforming worker employed is a disservice to the company, co-workers, and the individual. Poor performance causes co-workers and/or the boss to work overtime to cover for the employee. Consider this however, it hurts the person who is not qualified for the job or has surpassed her level of competence. This type of person has reached a “dead end” in his career and it is unfair to keep him in a position where he knows he will surely fail. She must be allowed to continue his life in another capacity in which he can be successful.
If you’re being fired, you might be inclined to get angry because you may not have seen it coming, but if you were warned during your last review and made no effort to improve, don’t be surprised and take it professionally.
More people are laid off on Friday afternoons than any other time or day of the week. Why? Easy; It’s the end of the work week and people are more interested in going home than listening to someone getting fired. Psychologists might suggest that Monday mornings are a better time for layoffs than Fridays, simply because the employee won’t have time to think about it over the weekend and will become despondent or irrational. Regardless, a termination can happen at any time and can be done improperly or professionally.
A professional dismissal will take place fairly calmly and in private. He will be told that they are going to let him go, and maybe they will tell him the reason and maybe not. However, remain calm and collected and pay attention to what they tell you. Do your best to find out why you were fired, but don’t be surprised if they don’t explain it to you. You may be given the option to resign rather than be fired. If you quit, it will look better on your resume; but if you agree to be laid off, you’ll probably be entitled to unemployment compensation from the government (it’s your call on that).
A witness may be present during the meeting to monitor the proceedings, not to arbitrate. If possible, take lots of notes, especially later when you have to write a report for yourself describing what happened and what was said. You will be asked to surrender any keys, badges or other company materials in your possession. You may also be asked to sign documents related to your termination; be sure to read it carefully before you sign it if you want to (and get a copy). Do not try to access your computer as the passwords have probably already been changed. You will likely be asked to clean your desk immediately and be escorted off the premises. Avoid the temptation to openly complain to your co-workers, as it can jeopardize their jobs and possibly be used against you in a court of law. Go out with your dignity intact and don’t look like a sore loser.
stress management
There are several different variables to developing stress at work, such as pressure to perform a specific task, frustration resulting from failure, job insecurities, or just the tedium of the job itself. In addition, personal problems can add to stress, such as debt, a pending divorce, the death of a loved one, etc. People handle stress differently, some just coping with it, others turning to food, alcohol, or drugs to relieve it. But perhaps the two best ways are to talk about it or to exercise. If you need to talk to someone, it should obviously be someone you can trust, such as a family member or close personal friend. I do not recommend that you confide in a co-worker, as this can be misunderstood and open to gossip and ridicule. Very often, a little basic physical exercise can distract you from your problems, whether it’s a workout at the gym, jogging or walking, or perhaps a game of softball, golf or tennis. Group activities are probably better, as they allow you to socialize about non-work related matters, allowing you to clear your head. However, if the stress becomes too much to bear, seek professional advice. It may be necessary for you to take a vacation or sabbatical from your job, or maybe a job change altogether.
NEXT WEEK: I’ll wrap up my “Do’s and Don’ts” with discussions of air travel, moving/transferring, and office romance.
If you would like to discuss this with me further, feel free to email me.