Should I feel bad about getting someone fired
Today we discuss a very serious topic:
Should you as a worker feel bad for getting someone fired? Before starting let me add some context; we are talking here about someone who works in your same office or company. I also want to steer clear of purely vindictive mindsets who are looking for justification for their mean ways. Let us begin.
As a worker there are some basic expectations placed on you by your employer. For example, you are expected to be at work on pre-arranged days and work for the agreed upon hours
(and overtime where applicable). It does not matter if you are on a roster or shifts, attendance when you are expected is a must. Additionally, when given a set of tasks and responsibilities, you are expected to deliver in the time frame that has been stipulated. And if no time limit was given you are expected to work diligently until the tasks are complete. Routinely slacking off is totally unacceptable. The last dynamic worth mentioning is working with others. If the setting is one where team work is required, then you are expected to deal with whatever inter-personal issues outside of the office and get the job done.
With that foundation laid, it is safe to say that if a coworker is not meeting the expectations that have been set for him or her by management then their continued employment should be evaluated. If improvements need to be made, then it is only fair that they have an opportunity to improve in a reasonable timeframe. If they fail to do so, then the end may be inevitable. But the first question I want to address is:
Should you be the one to bring these short comings to management's attention? I honestly do not have a problem with this. It does not mean that we have to be a 'snitch' and run to management every time we see a breach of expectation. However you must be mindful that this person is your competition for positions and promotions. I personally will not sit idly by and watch someone usurp me for a promotion while being fully aware that they are falling way short of what is expected of them, especially when compared to myself.
The first question however is very subjective, because if you were the manager you would have to take necessary actions to address the situation. If the person is not in your department or does not infringe on your progress then you are likely to not care as much.
What if reporting someone was due to a moral issue? For example, you witnessed and have evidence that your coworker has been stealing money or merchandise. Or they have been habitually violating company policies and these transgressions have gone unnoticed. What would you do? The right answer could be to talk to the coworker and get them to either stop and or confess their guilt to management. However depending on the gravity of the issue, you need to make a report. In doing so make sure you follow your company protocols and be above board with everything.
What if someone messes up and blames you? Would you take the fall and risk your standing in the company? We should also add this question: If working in a team and your coworker is constantly unreliable and it results in extra workload on you (without any credit for stepping up), will you be gracious? In my eyes, this is probably the easiest scenario of this discourse. You should go directly to management and file reports to ensure that they see the trend develop in order that they can take the appropriate action. In cases like these, if it does result in a firing you should not even think twice about feeling bad, it is all on them.
Despite these examples there are a whole slew of factors that can impact your decision. Is this person a close friend? Do you know for a fact that losing their job would be totally devastating to them or their family (i.e. are they the sole bread winner)? Can you deal with the situation and correct the behavior without management's involvement? These are just a few but there are many more. Can you think of others?
The final word on the matter is that if it comes down to them or you, it is going to be them. I strongly advocate against executing a vindictive witch hunt and falsely accusing someone simply to get them fired. But beyond that if you do it according to company policies there is no reason for you to feel like a 'monster'.
Until next time remember,
As long as you have life, you should live it to your fullest potential.
Today we discuss a very serious topic: Should you as a worker feel bad for getting someone fired? Before starting let me add some context; we are talking here about someone who works in your same office or company. I also want to steer clear of purely vindictive mindsets who are looking for justification for their mean ways. Let us begin.
As a worker there are some basic expectations placed on you by your employer. For example, you are expected to be at work on pre-arranged days and work for the agreed upon hours (and overtime where applicable). It does not matter if you are on a roster or shifts, attendance when you are expected is a must. Additionally, when given a set of tasks and responsibilities, you are expected to deliver in the time frame that has been stipulated. And if no time limit was given you are expected to work diligently until the tasks are complete. Routinely slacking off is totally unacceptable. The last dynamic worth mentioning is working with others. If the setting is one where team work is required, then you are expected to deal with whatever inter-personal issues outside of the office and get the job done.
With that foundation laid, it is safe to say that if a coworker is not meeting the expectations that have been set for him or her by management then their continued employment should be evaluated. If improvements need to be made, then it is only fair that they have an opportunity to improve in a reasonable timeframe. If they fail to do so, then the end may be inevitable. But the first question I want to address is: Should you be the one to bring these short comings to management's attention? I honestly do not have a problem with this. It does not mean that we have to be a 'snitch' and run to management every time we see a breach of expectation. However you must be mindful that this person is your competition for positions and promotions. I personally will not sit idly by and watch someone usurp me for a promotion while being fully aware that they are falling way short of what is expected of them, especially when compared to myself.
The first question however is very subjective, because if you were the manager you would have to take necessary actions to address the situation. If the person is not in your department or does not infringe on your progress then you are likely to not care as much. What if reporting someone was due to a moral issue? For example, you witnessed and have evidence that your coworker has been stealing money or merchandise. Or they have been habitually violating company policies and these transgressions have gone unnoticed. What would you do? The right answer could be to talk to the coworker and get them to either stop and or confess their guilt to management. However depending on the gravity of the issue, you need to make a report. In doing so make sure you follow your company protocols and be above board with everything.
What if someone messes up and blames you? Would you take the fall and risk your standing in the company? We should also add this question: If working in a team and your coworker is constantly unreliable and it results in extra workload on you (without any credit for stepping up), will you be gracious? In my eyes, this is probably the easiest scenario of this discourse. You should go directly to management and file reports to ensure that they see the trend develop in order that they can take the appropriate action. In cases like these, if it does result in a firing you should not even think twice about feeling bad, it is all on them.
Despite these examples there are a whole slew of factors that can impact your decision. Is this person a close friend? Do you know for a fact that losing their job would be totally devastating to them or their family (i.e. are they the sole bread winner)? Can you deal with the situation and correct the behavior without management's involvement? These are just a few but there are many more. Can you think of others?
The final word on the matter is that if it comes down to them or you, it is going to be them. I strongly advocate against executing a vindictive witch hunt and falsely accusing someone simply to get them fired. But beyond that if you do it according to company policies there is no reason for you to feel like a 'monster'.
Until next time remember, As long as you have life, you should live it to your fullest potential.