The 40-year Employee
The 40-year Employee
1. Who has failed, John or the company?
John might believe that the company failed him by refusing to give him the best jobs and by not immediately offering him the new position despite his seniority. However, the truth is that it was John who failed himself and the company. In the beginning, John proved his value through the important information and insights about the department that only his long experience and familiarity with the process can provide. However, when the business grew and its processes changed, John got left behind and his expertise became useless old news. Instead of progressing along with the business, John became decisively stagnant. He clutched to the old way of doing things, which unfortunately turned out to be the slower, harder, and more costly process. Refusing to change rather than being unable to, John became company deadweight. No matter what opportunity for learning came along his way, John did not make any effort to progress his skills. In rejecting self-development, John failed both himself and the company.
2. Does the company owe something to a 40-year employee? If so, what?
It is very rare to find an employee who has worked for the
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3. What type of development program would you recommend for John?
John may feel that his seniority and long-term stay with the company qualifies him for the managerial post. However, these qualities are not the only important requirement for the position. To become an effective manager, one should have intense knowledge and experience of the generals and particulars of the work being done. John needs to master the new processes to understand the development happening to the department. He needs to accept the new processes to be able to lead the teams. He needs to catch up on the new and more cost-effective technology that the company is currently using. If he wants to be a credible manager, John must become open to the changes, be involved with the teams’ work, and use technology at a higher level than his subordinates.