Well, around 1000 pink slips being issued to the “inefficient decision makers”… hmm, is that the right decision? Well, not for us to answer, but something the larger organizations and their respective human retargets as well must investigate profoundly. If I were to ask a senior HR person, these would be my questions:

  • Are you looking at performances of managers and getting feedback from their respective groups / employees? Do you monitor it as a continuous practice?
  • If they are not as good as they should be, are you asking them if they (the managers) need help for a new position or some career advice or coaching?
  • If they do go through a coaching process, do you follow-up and monitor performances thereafter?

Well, and a few others. But you get the point. Inefficient decision making can be a result of many struggles or tribulations a manager is facing in the present situation.

Everyone needs help advice and some guidance at some point of time, if the other senior person you report to and the HR are concerned and ready to help, such situations can be avoided and the company can see far greater growth than just by cutting jobs to stabilize or increase revenues.

People are the primary wealth of your company, nurture them well and the best returns will follow.

Evaluate yourself too, if the above is not the case and there are some skills lacking on your part, the following advice may be of help.
Christopher Henson in an article writes, “He or she should gain a working knowledge of the software, procedures and operations of other teams, rather than just the people that are underneath them. This immediately boosts their value as an employee, because the same Manager is now equipped to solve a much wider array of problems. It makes sense. The more actual skills one acquires, the more valuable they are. The more diverse those skills are, and the more one is able to assist in areas other than their own, the more valuable of an employee they are.”

What are your thoughts? Please post in Comments below.