Blog Post

Dear ReWorker: The New General Manager Is Cleaning House

Suzanne Lucas

Founder, Evil HR Lady

Dear ReWorker,

I am a manager in a retail business and have been there for over six years. Recently, a new general manager took over, and she seems to be cleaning house and hiring her own team. I have found out that a supervisor (we'll call him John) that reports directly to me is being asked to step down and he does not want to. The GM targeted him because he said he wanted to leave retail and was looking elsewhere. His replacement is coming from within our district, and she is a "favorite" of my district manager. I feel this is just an ill attempt to promote her and find an easy spot for her. John has had no performance documentation or any write ups for performance. He is actually very good at his job and isn't disengaged.

Can my managers and company do this? It's also important to note that I don't believe that my corporate HR knows the real actions behind this internal promotion and that someone is being pushed out to make it happen.

Sincerely,

Concerned Manager

__________________________________________________________________________________________

Dear Concerned Manager,

Short answer: Yes. They can do this. The only way it would be "no" in this case is if the new general manager targeted John because he was male and she prefers women.

The question you didn't ask, but the one I will answer anyway, is should the general manager do this? The answer to that is more complicated.

It is extremely common for new managers to bring in their own people. They've worked with them before, they know this person will bring good results, there's no time lost building relationships, and it's just more fun. But, it may or may not be good. If the previous general manager had a completely different personality and built up the staff around her personality or leadership style, it can be difficult to get people to change. If the new general manager got her job precisely because her boss wanted big changes, this can be the fastest way to do so.

However, I think you should wait and see in most situations. Find out who will work well with you and who won't, then make decisions. Lots of companies don't allow a wholesale changing of leadership when a new big boss comes to town.

In the specific case of John, though, he told people he wanted to leave. He told them he was actively job hunting. If you're the new general manager, and you have a supervisor who doesn't want to be there, no matter how effective he is at his job, and you have an employee you know to be great who earned a promotion and just needs a spot to open up, it makes a lot of sense to promote the person who wants to be there and let go of the person who doesn't want to be there .

Lesson is this: Don't tell people you don't like your job and are looking to move on unless you're 100 percent sure they'll support you until you do leave.

Your ReWorker,

Suzanne Lucas, Evil HR Lady

Photo: Creative Commons

Related Resources

Want to keep learning? Explore our products, customer stories, and the latest industry insights.

Empowering Employees by Learning & Development at Amplifon

On-demand Webinar

Video

Customer Story

Empowering Employees by Learning & Development at Amplifon

Learning and development strategies must continue to evolve in the ever-changing world of work. Training and development provide employees with a softer landing into change, and the introduction of digital learning and development platforms allowed employees a smoother transition into a new style of work. Amplifon created a learning and development strategy that is hyper-personalised and skills-focused, allowing their people and their entire organisations to become more agile and adaptable. Amplifon invested not only in learning and development content but also in strengthening the global network and collaboration across geographies and functions, to encourage an equal sense of belonging across the entire organisation. Amplifon created a learning and development strategy that is hyper-personalised and skills-focused, allowing their people and their entire organisations to become more agile and adaptable. Amplifon invested not only in learning and development content but also in strengthening the global network and collaboration across geographies and functions, to encourage an equal sense of belonging across the entire organisation.

Howdens shares how they grew learning by over 500% in one year

Video

Howdens shares how they grew learning by over 500% in one year

Charlene Jackson, HR & Payroll Systems Lead, shares how Howdens moved from traditional classroom based training, to grow learning by over 500% in just one year through the introduction of a simple, modern user experience, accessible from any device.

4 tips to managing diversity and gender equality in your company

Blog Post

4 tips to managing diversity and gender equality in your company

If you want to generate success in your company and work in a harmonious environment, then you need to consider each and every one of your employees, get to know their interests, and offer them the best treatment and commitment. However, one of the most important principles that should be commonplace in every organisation is the equal treatment of employees (regardless of gender, race or religion). Gender, for example, should not be a factor that influences how we treat our workforce. Having a gender equality policy shows employees that they are valued and that the company is serious about ending discrimination. Having a fair remuneration policy that is not distinguished by the employee’s gender, but by their job position and their development within the company is an important step towards gender quality too. Opt for a gender-diverse workforce Having more gender diversity in a company is very positive and not just for the company’s own benefit. In fact, the UK could boost its GDP by 9% if the female employment rates matched with Sweden’s for instance. The challenge for HR departments is to successfully and strategically find and enrol more women in their business. It could solve a real problem, breaking barriers of gender discrimination in the workplace and promoting equality within the company. Equality between your workers is essential It is important to not only review the salaries of your employees, but also other professional aspects such as career plans and promotions, ensuring that there are equal opportunities for both men and women. Equality will undoubtedly be a motivational element for employees, regardless of their gender, as having clear objectives is a contributing factor in maintaining employees’ interest levels Strike a balance between work life and family life Fostering harmony between work and family life is key to attracting and retaining talent. It can contribute to the company culture, and to a positive attitude and collaboration amongst employees. Another important point is not to make sweeping generalisations about different genders, and instead to consider the specifics on a case by case basis. Employees need to see that their family life is considered and respected. They will appreciate this and it will likely improve company loyalty in the long run. HR must ensure gender equality in their company HR’s role is essential in managing and promoting gender diversity within the business. They must ensure that the motivation and commitment of their employees is strengthened, which, in turn, strengthens the workforce overall and benefits the entire company.

Schedule a personalised 1:1

Talk to a Cornerstone expert about how we can help with your organisation’s unique people management needs.

© Cornerstone 2022
Legal