You are a Supervisor of 12-employee team. During your regular Monday meeting wit
ID: 344874 • Letter: Y
Question
You are a Supervisor of 12-employee team. During your regular Monday meeting with your
customer service reps you ask the group to sell more add-on services to their accounts during their
sales calls. You explain that it would add commissions to their pay. Johnny, a White Male, one of
your team members, speaks something to a couple of the other EES in the group, but you are not
able to hear the comment. You ask him to repeat it, but he is hesitant. You remind him this is an
open forum and are interested in his comments. Another employee says that Johnny generally said,
“why does this old, stupid guy continue to push us to work harder for a paltry $11.00 an hour when
most of our customers cannot afford this anyway. It’s dumb to push us so hard.” You are
quickly taken back by the comments and it angers you, but you regroup enough to end the meeting.
What action, is required of you as a Supervisor? Be specific as to what action you wish to take.
Johnny has two disciplinary actions in his file for his attitude toward customers. Do you need to
recommend to HR to terminate his employment with the company?
Explanation / Answer
As a supervisor I need to take this things seriously and carefully because this is an open forum and instead of taking it personally I will be writing him up a warning for using such comments on a fellow colleague, who ever it may be because personal comments are not at all entertained and supported. I would also like to look at his point because may be he is correct but the attitude with which he speaks has to be taken care of or else this will lead to disciplinary actions.
If he is already having disciplinary actions for his attitude toward customers, then that should be discussed with the HR because such attitude will affect the reputation of the organization as he is a representative of the organization itself. I may suggest the HR to deploy him in a different department where interaction is less and may be he will do good in that department. He needs to be monitored in the new department and actions can be taken after he has completed some time in the new department. If the situation goes out of hand then consequences may even lead to termination and I may suggest that to the HR.
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