Welcome Back Bernie
At my place of employment I am a departmental head. It is one of the curses that can happen when a person bothers to get a higher education. I am in charge of about forty individuals. I have been in my current position for less than a year. I have little experience or knowledge when it comes to supervising employees. Most of my knowledge in that area comes from being an underling; i.e. being the supervised and not the supervisor. Consequently, I delegate to middle management in matters of supervision.
However I recently heard a story of a past employee who decided to opt for early retirement rather than be subjected to disciplinary action. Allegedly, the employee, an older gentleman named Bernie, signed, without authority, to have two new tires placed on a departmental truck. Supposedly the two tires that were discarded were old and one of the tires had failed. It was recommended to Bernie that both tires be replaced. Apparently no authorized person was available to sign for the tires, and so Bernie took matters into his own hands. This alleged event took place in October of 2011.
The story annoyed me even though I initially doubted its validity. But upon being interviewed, three employees gave the same basic account.
A few weeks ago we had an employee submit his two weeks’ notice, creating a job opening. Last Friday was his last day. On Tuesday I telephoned Bernie. I told him my name and despite the fact that he had left the department before I arrived, he knew who I was. We chatted for a moment or two and then I asked him if he would like to return to the department as a full-time employee. There was a pause. He seemed genuinely surprised, maybe even a bit overcome. Finally he told me that he appreciated my offer but that he had found other interests while in retirement. I then informed Bernie that if he returned to the department, he will be given a $500 bonus. Once more he fell silent. At last he asked me how I could justify such a bonus, and then get it approved. I told him that I was the person who had to approve it, and I would justify it based on the fact that he had acted in a proactive manner by approving the purchase of two truck tires without the need of managerial oversight.
Bernie laughed and then said, “Now wait a minute, are you saying that I’m going to be given a bonus for the same thing that got me disciplinary action?”
Without a second of hesitation I told Bernie that was [I]exactly[/I] what I was saying. I informed him that no employee will ever again be subjected to a disciplinary action for thinking independently, and then taking what he or she believes to be the appropriate action.
Bernie seemed to be in a mild state of shock but he said that he would have to talk to his wife concerning my offer. I told him that I did not want to rush him, but he could return to work as early as Monday, if he wanted.
A few hours ago Bernie called me. He will be returning to work on Monday. It will be good to have him back.
However I recently heard a story of a past employee who decided to opt for early retirement rather than be subjected to disciplinary action. Allegedly, the employee, an older gentleman named Bernie, signed, without authority, to have two new tires placed on a departmental truck. Supposedly the two tires that were discarded were old and one of the tires had failed. It was recommended to Bernie that both tires be replaced. Apparently no authorized person was available to sign for the tires, and so Bernie took matters into his own hands. This alleged event took place in October of 2011.
The story annoyed me even though I initially doubted its validity. But upon being interviewed, three employees gave the same basic account.
A few weeks ago we had an employee submit his two weeks’ notice, creating a job opening. Last Friday was his last day. On Tuesday I telephoned Bernie. I told him my name and despite the fact that he had left the department before I arrived, he knew who I was. We chatted for a moment or two and then I asked him if he would like to return to the department as a full-time employee. There was a pause. He seemed genuinely surprised, maybe even a bit overcome. Finally he told me that he appreciated my offer but that he had found other interests while in retirement. I then informed Bernie that if he returned to the department, he will be given a $500 bonus. Once more he fell silent. At last he asked me how I could justify such a bonus, and then get it approved. I told him that I was the person who had to approve it, and I would justify it based on the fact that he had acted in a proactive manner by approving the purchase of two truck tires without the need of managerial oversight.
Bernie laughed and then said, “Now wait a minute, are you saying that I’m going to be given a bonus for the same thing that got me disciplinary action?”
Without a second of hesitation I told Bernie that was [I]exactly[/I] what I was saying. I informed him that no employee will ever again be subjected to a disciplinary action for thinking independently, and then taking what he or she believes to be the appropriate action.
Bernie seemed to be in a mild state of shock but he said that he would have to talk to his wife concerning my offer. I told him that I did not want to rush him, but he could return to work as early as Monday, if he wanted.
A few hours ago Bernie called me. He will be returning to work on Monday. It will be good to have him back.
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