I recently had to fire a popular manager for unethical and unprofessional behavior.

18 Comments

1. AnonymousMay 2,2023 at 7:11PM UTC

   I have been there and it's such an entitled attitude. Sorry. You cannot know everything. There are compliance and legal implications if you share. I would ask someone in HR/Legal to tell them/show them any privacy laws that you would break if you shared details. Stay strong and don't let them make you feel bad! They can find another role if they expect to be in the know on private matters.

2. AnonymousMay 2,2023 at 7:21PM UTC

   Not to get political, but our society as a whole has seemingly become one of entitlement and anger like we've never known before.

   Hold fast, don't give in. If need be, have a lunch and learn and invite HR in as a surprise guest for a topic of interest to all...compliance in the workplace.

   Good Luck, you've got this.

3. AnonymousMay 2,2023 at 7:23PM UTC

   I like what the previous poster mentioned about letting HR handle it. This is particularly serious if the behavior of the former manager involves any legal ramifications, but even if not, it could be construed as libel if it gets back to him. And yes, it is an entitled attitude they have. I can somewhat understand if they were more friends than employees. I have seen similar situations happen when someone popular gets let go for the same type of behavior as this person.

4. AnonymousMay 2,2023 at 7:53PM UTC

   Do you have a legal team that can come in and explain the legalities? The reason why I ask is that there is such a distrust and dislike of HR (just go on YT, IG, etc and please don't shoot the messenger) as that may carry more weight so to speak.

5. AnonymousMay 2,2023 at 8:24PM UTC

   Stand behind that and support the policies at hand. EVERYONEs experience matters and no one should be above the policies. Perhaps ask them if it were them how would they feel for those specifics to be shared. They can revisit their code of conduct policies and leave it. They can also reach out to the manager themselves, so unprofessional IMO, but if they're that distrusting of the business and the leaders that's another issue in itself. I'm sure it was hard, I've partnered with leaders who were wrecked about letting long time coworkers turned friend go and it's never fun, for anyone. I hope you have peace with this.

6. Maggie StoneMay 3,2023 at 12:27PM UTC

   Beyond the legalities, it’s simply no one else’s business. Individuals over the age of 12 have a legal right to privacy.

7. Debra SesholtzMay 3,2023 at 12:38PM UTC

   Agree with other comments on getting HR/Legal involved. Maybe it's time for refresher training for the team on the company's policies regarding unethical behavior and the consequences. At the same time, perhaps HR can do a team session focusing on their feelings and how to move past them.

8. AnonymousMay 3,2023 at 12:43PM UTC

   Welcome to the real world of social media where everyone knows everyone's business. It is an impossible situation you are in and unfortunately you will not be able to appease everyone.

   Obviously stick to the HR rules of confidentiality. It might be a good time to have an outside consultant come in and provide some training and help to bridge this difficult gap. I would definitely make sure this outside consultant is very knowledgeable on HR and legal so as not to create another unethical moment in trying to bridge this time.

   IN the employees minds trust with you and the company has been lost and transparency is not available. It is going to take time and the new replacement will have the hardest time. So really think about hiring a consultant to help facilitate this transition now and when that new hire comes on board. Otherwise you are just setting the new hire up for disappointment and resentment.

9. AnonymousMay 3,2023 at 12:54PM UTC

   I encountered a situation like this about two years ago. I don't know if it was handled the "right" way, but we sent a co-signed email from myself and the head of HR. It was worded something along the lines of " Details regarding an employees separation from ORG are confidential. ORG strictly adheres to the policies outlined in our employee handbook and state and legal regulations. No questions regarding anyone's employments will be discussed by management. If you have any concerns regarding your own employment please follow up with your manager or Head of HR." (It was worded with a bit more legal-ease and addressed recent gossip as well) It seemed to at least set the tone of cut it out, one additional person left over "how we handled things" but truthfully so be it. Unfortunately you can't share the details regarding these types of things and people will be inclined to believe whatever they want to believe.

10. G MicheleMay 3,2023 at 8:03PM UTC

    so agreed, perhaps a formal email from HR will quash this "culture"

11. AnonymousMay 6,2023 at 12:55AM UTC

    I was going to respond with something similar... as this did happen to me about 5 years ago.. I called a team meeting, told them that XX was no longer with the company and as a reminder, all employees are held accountable to follow the company's policies and that violations can result in disciplinary action up to and including separation. Then proceeded to ask if there were any questions, to which (as expected) someone what XX did. To which I then answered, when an employee and employer part ways, we respect the privacy of our employees and that includes XX's privacy. (this was with HR's blessing)

12. Joycelyn M. SiameMay 3,2023 at 1:13PM UTC

    I believe what you are saying in regards to why you fired the manager; I trust you went by company policy.

    The staff clearly doesn't know what "culture of secrecy" means in the workplace. I come to this assumption because it is illegal for you to go about telling why you fired someone because, as you mentioned, it is confidential.

    I would tell HR and let them have a discussion with the staff. If they don't like it, oh well. You are there to be a leader and manager, not to be their best friends. If they don't like it, and feel threatened for whatever reason (i.e. the manager may have let them do whatever they wanted, without repercussion), they can look for employment elsewhere.

    I'm sorry you have to deal with irate workers, but work is work and all parties need to act accordingly.

13. Susan Grant-SuttieMay 3,2023 at 1:41PM UTC

    NEVER release private HR information. You could post something in your office on the wall that states the privacy policy which protects them as well, should they be in a difficult position. Be the better person.

14. AnonymousMay 3,2023 at 3:05PM UTC

    I agree with some of the other comments re: engaging legal and HR. But I might also reply "Would you like me to share information regarding your employment and performance with your coworkers? No? That's exactly why I am not releasing details about (manager)."

15. AnonymousMay 3,2023 at 5:14PM UTC

    I think you should let them know exactly what you said that any employee changes where someone leaves the company are protected by privacy laws. If they want further information they should seek out the person who left directly. I would also reach out to that person and let them know that the company will not share any details about their leaving and you should both agree on what will be said in and out of the business. It benefits you both keeps you out of legal action and also protects that persons reputation outside of your company. Additionally, if they share anything negative with those who reach out to them, then it's on them. Stand firm and let them know that unless the run the business not everything that happens in the company means they get to know details. I would also suggest that if anyone has anything they need to speak to you about directly, regarding their own concerns about working there that they do so behind closed doors as you take personnel matters and employee concerns with the utmost care. The generation you are likely dealing with thinks they have the right to know it all because they live so socially and for you this is totally about work product.

16. Maggie StoneMay 7,2023 at 12:17AM UTC

    Ethic and laws dealing with counseling and therapy maintain that legal right to privacy begins at 12, and right to confidentiality begin at 18. However, for the sake of the therapeutic relationship, Therapists usually make it clear to caregivers and patients that they will provide only a general update to parents/caregivers unless it is a safety issue or they get consent from the client/minor.

17. AnonymousMay 9,2023 at 9:43PM UTC

    Remind them that their privacy is also closely guarded. They'll get over it.

18. Maggie StoneMay 10,2023 at 6:38PM UTC

    These also apply in a non clinical setting. Just reiterating that what happened is no one else’s business.