“All supervisors, new and veteran, should attend this training. Mel Brown missed nothing.” ~~Tariq Raza, Smith County Juvenile Services
“I enjoyed this class. I did 21 years in the Army and have been through numerous classes like this and I will say this is one of the best.” ~~ Larry Day, McLennan County CSCD.
“Tariq came into my office this morning and quoted you on a number of things he took from your training. I’m sure others took to heart many fine points from your presentation.” ~~ Tony Carvajal, Special Projects Coordinator, Smith County
“Hi Dr. B, “Happy Tuesday! After your class last week, I asked the management team in the Wharton office to have a short meeting on Thursday morning. Linda, Brad, Rebecca, and I met to discuss the class. All of them
The situation in the column to which the reader is responding, the supervisor had valid reasons for terminating the employment of someone. That being the case, the expected performance would be that the supervisors appropriately respond to an employee who was not performing as he/she should.
Since the article dealt with the issue of termination, we can assume that either there had been attempts to address the poor performance of the employee with a model of progressive discipline or that the issue was so great as to justify proceeding directly to termination of employment.
The current performance is that the supervisor is failing to respond appropriately to the need to terminate an employee.
The difference is that the supervisor is not performing effectively and the employee who needs to be terminated remains an employee of the organization.