Company Reputation

Morning All

Here is an interesting one for you. We have a lady at work who is currently under review for her performance at work. She doesn't think its justified so has gone for interviews at our competitors. She confides in me as she can't talk to her Manager and her Managers boss is also her Managers partner, makes it a bit complicated.

Anyway, she attended an interview with a competitor but also someone that used to work at our company and doesn't get on with her Managers partner. She had a bit of a meltdown at interview and basically told him all what was wrong with our company.

I've had our other Sales Director come in this morning saying has she been badmouthing our company as something had got back to her.

To top it off she is 8 weeks pregnant!

Any ideas on how to deal with this one.

Thanks

Rachel

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  • Hi Rachel,

    In my opinion, there are a couple of things that should be considered here:

    • in most of the cases, a candidate, who is presenting in a bad light the company he/she is leaving, will make the potential employer think he/she will do the same thing about his company. A good and wise employer won't trust in a one version story. A good employer will always check the candidate, otherwise he will assume a big risk.
    • any employee should be aware that any story can turn also against him/her; everybody needs references in order to be credible to a next employer giving the big concurrence on the job market. So, even if there are quiet unpleasant things that happened to you, as an employee you should manage your leave in a more diplomatic way - an here comes the role of the negotiation.
    • if the person trusts you, you could take her for an honest discussion and give her the opportunity to say what are her complains, how she sees a way out and how the company can help.
    • by just punishing someone without giving the chance to an open and honest discussion, it will only harm the company's reputation and it can also affect the morale of the other employees in the company - news and rumours are always spreading fast. 
    • to handle a difficult situation like this, it requires patience and a plan of actions with a few steps to follow for both sides, time to rise some written evidence  which is extremely important in case of a lawsuit.

    I would start with an honest discussion with her presenting her the advantages she perceives on a short-term and the disadvantages on the long-term that could come from such an attitude. Skills can not make an employee irreplaceable (skills can be learned) but the right attitude can make an employee irreplaceable or to suggest to her to have the discussion with another person in the company she trusts.   

    Hope this can help a little.

    Sorina

    • Thanks Sorina

      Yes it does help. I wouldn't pursue the disciplinary without an investigation into it all first.

      I do have a good relationship with her but Mike hit nail on the head in that she can be "whoever will listen to me" girl and has a bit of a I don't care attitude and being pregnant also has the I am untouchable attitude which I am finding hard to deal with.

      Rachel

      • Hi Rachel,

        She might seems untouchable now but later one she will be affected by this attitude, she might want to get back to work, wherever that place might be, after her pregnancy and a bad reputation can be easily spread in anyone's networking. And "I don't care" attitude is more a bravado, everybody cares. If she doesn't want to come a step forward in a discussion with the company, then taking evidence for her attitude is the only thing left. The company may not stop her for badmouthing but it can follow the wise path leaving her playing by herself. The way the company will react to and will handle the situation is what others will see outside not what someone said.

        Hope you will find the right way to handle it.

        Sorina

    • Great input Sorina :-)

  • What's the actual issue? What resolution are you looking for?

    Is she bringing the company in to disrepute? Is the Sales Director pi**ed off that no doubt it's got back to him about this lady slagging the company off. Sounds like the root cause is a bit earlier than this and without knowing the ins and outs its difficult to comment.

    What expectations have been placed on you Rachel in regards to the matter?

    • Trying to be bit proactive Mike! 

      Don't know what to get out of it, just know if it gets back to her Director he may want to discipline her and was just interested to hear thoughts. She isn't happy and thats part of lots of other issues that have been going on for ages but still don't feel she should have spoken like this at an interview.

      • It's definitely the best way to be Rachel and I agree she shouldn't have said anything in an interview situation like that but from the sound if it she doesn't care and will bend anyone's ear who will listen.

        It's a tough one to be honest, keep us posted on any developments and like yo say it's wort being proactive and thinking through each scenario and what you'll do if this or that happens.

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