Dr. Patricia Kapper

Julie, I like your reference to progressive discipline. If the dismissal is based on the employee's inability to do the job, you will at least have worked with them and talked with them in an attempt to improve their performance. If they are unable or unwilling to improve their performance, the dismissal will not come as a surprise. Then you will deliver the message in a factual, brief manner, preferrably with someone from HR in the room with you. They then can deal with the collection of keys, computer, etc. It is never a plesant task to do but it… >>>

Julie, You are correct. You also put a whole lot of thought into your delegating decision in terms of to whom to delegate. Who has the necessary skill sets, who can benefit professionally from this assignment, etc. The follow up that you mentioned is key, too. Checking to see if the employee has questions and if they are progressing appropriately is important. You still, however, maintain ultimate responsibility for the successful completion of the assignment. Dumping is simply of way of getting it off your desk with no thought given to the benefits it might have on the recipient of… >>>

Elsa, A lack of employee retention also impacts your students. Students feel that instability and confusion that you mention and it makes it easier for them to walk away when the going gets rough. Student attrition, of course, impacts your revenue. Employee morale can be impacted, too. When employee attrition occurs, other employees must pick up the responsibilities of the person who left, sometimes with no additional compensation. Employees will accept this for a brief period of time because they feel the commitment but when the position remains vacant for a long period of time, employees feel used and morale… >>>