January 22, at
Oh, I just meant that I was wrong to use it in my suggested script, not that no one else could! Turtle Candle March 1, at 5: Plus, it feels like rewarding bad behavior: Be actively hostile to new hires! All I see is them sabotaging the interviews of candidates and dragging the process out.
Anon Guy This is a good idea. I think people are reacting so strongly because many of them SAW someone get killed. OhBehave March 1, at 5: Couple that with an upcoming trial and the very real possibility that some of them may have to testify make this very hard to manage.
Lablizard Or that the person might be found not guilty. Newbie March 1, at 3: We went through the death of a very dear, very much loved, long time employee at my former job. She got ill, and passed very quickly and in a very difficult way. The employees in her department and some of the folks that were there longer were all like family.
We wound up leaving the position open for as long as possible she was a manager and several of her team members pitched in to cover her duties — it gave them something to do, and I believe, made them feel a little better — just comfort in knowing they were carrying the torch so to speak.
She was very particular, and liked things done just as so, always on a very specific schedule, etc. Until, it could not go on any longer like that. Just too hard for so many long term employees still to see someone in that office.
Eventually, a new hire was brought in from the outside — that has its own pitfalls and advantages, but bottom line — we had to bring in someone from the outside for some of the reasons outlined here.
It had to be new blood. An incredibly difficult situation, but this is how my company handled it. I also think after the manger has been met with and had a chance to voice concerns, complaints, grief, etc.
Something along the lines of — we have to move forward, and Jane would not want her department to crumble in her absence — we owe her more than that, and we have to get back to taking care of business. After the appropriate amount of time of course! At a certain point, you have to tell the employees — very kindly, but firmly — how they will or will not be allowed to act going forward.
This has already gone way too far, it sounds like. Just some comments from my very painful experience.
KimmieSue Just want to say — thanks for sharing. While this was painful, your company handled it well. Not So NewReader March 1, at 6: Thank you for sharing this pearl. This is probably THE example that comes to mind when people talk about the worst things that a leader may have to deal with- the loss of a respected cohort.
As you show here, no answer is smooth sailing. Even under the best of planning it can be a really rocky road. I am sorry for your loss and your pain. Thank you for reaching out to help others. Volunteer Enforcer July 29, at 7:About Us. We are a communication training company and registered B Corporation that empowers organizations to have true influence.
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