At various points in your career, you will have defining moments, and this is one. You need to decide whether you are a manager or a messenger. If you are truly the manager, it is your job to assess the performance and potential of your employees.
There are all kinds of problems that can develop if you terminate this employee. For example, your credibility as a manager will drop far below zero. Your employees will see that you are not running the department, and this means that they no longer need to listen to you. Since your manager treats you as a corporate doormat, it will not be long before your employees follow suit.
Speaking of suits, this type of termination could lead to a lawsuit. While there are many technicalities involved, firing the employee under these circumstances may lead to a claim of wrongful termination.
On the other hand, you will be subjecting yourself to possible disciplinary action if you refuse to carry out your manager's directive. In order to avoid this outcome, you should not simply issue a flat refusal. Rather, you should meet with your manager to discuss the matter.
In this meeting, focus initially on your employee's performance, growth, and accomplishments. It will then be helpful to present your plan to help her continue to succeed. As part of this discussion, you should then mention the possible legal liability associated with terminating her as he suggests.
On a broader basis, tell your manager that the department is far more likely to meet its objectives if you have the freedom and autonomy to manage it. Let him know that you appreciate his inputs regarding the performance of your employees, and it has always been your practice to give all of his inputs very serious consideration. If he still insists that you follow his directive, it is evident that his definition of manager is different from yours. In reality, this is a defining moment for both of you.
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