Getting Fired in Voicemail
What's the effect on the rest of the team?
A couple of years ago I heard from a colleague that he had been
fired in voice mail. After asking him about this he told me that
neither his immediate supervisor nor his second level supervisor had
spoken with him about his productivity and yet this is the reason he
was given for his dismissal.
Now understand that I am not defending the employee and maybe he
should have been fired. The problem once again is not what was done;
rather it was how it was done.
A good supervisor does not need to be accessible 24/7 yet the
leader needs to be accessible to the needs of his/her employees.
In this situation, maybe the supervisor was so overworked that he
(in this case it was a male) did not see what was going on with the
employee until it was too late. While this may be true it still does
not warrant firing an employee in voice mail.
Last year I heard of an employee getting fired in a text message.
I am not sure which avenue is worse, text message, or voice mail.
What has happened to open communication between leaders and front
While productivity is at the forefront of most Americans,
instances like these two damage the morale of the staff and in turn
have an adverse effect on productivity. Most people feel that morale
is difficult to measure. While difficult, it can be measured. Let's
look at some statistics.
The good news is that according to the Office of Management and
Budget (OMB) since 2001 the rate of productivity growth has
accelerated again to 3.4% per year. From the mid 1970's through the
mid 1990's the productivity rose at just 1.5%. In the mid 1990's the
productivity rate rose to 2.5%.
Productivity absolutely depends on the people. According to the
2006 Employee Review by Randstad USA (Randstad is a global provider
of professional employment services and the third largest staffing
organization in the world) employers say that top five productivity
gains have come from the following:
28% - Increased employee effectiveness
15% - Technology
12% - More skilled people
8% - Pay for performance
4% - Logistics improvement
Investments, supply chain efficiencies six sigma outsourcing
off-shoring and onsite contract workforce management accounted for
about 2% each in productivity gains.
There is no doubt that technology plays a huge part (15%) in
productivity gains and as technology changes (and it will continue
to) employers need to provide the right training at the right time to
keep pace with technology.
The old adage of 'a happy employee equals a productive employee'
has never been more prevalent than in today's workforce. When was the
last time you took an employee satisfaction survey? How about the
last time you found out what is important to your employees? What
about how they feel about management? And of course how they feel the
morale of the company is? Naturally all of these need to be asked
anonymously to insure fair and balanced responses. I think you would
be amazed at what you can learn from your staff.
The Randstad report shows that over 70% of employers and employees
say that high levels of employee satisfaction and high morale along
with a willingness to assume more job responsibility are vital when
it comes to productivity.
One of the most important things any organization can do is to
provide ongoing training for employees both of the technical and soft
skill variety. Training if done correctly should accomplish the
1 - Increase the skill set
(technical or soft)
2 - Improved self confidence and self esteem.
Old school technology focused on the equipment or physical assets
of an organization and not as much on the people. Today as Generation
Y enters the workforce values and beliefs are changing and like it or
not everyone has to adapt to keep productivity moving forward.
If you fail to keep up you will get left behind.