RE: Employment Tribunals6 Jan 2022 20:26
AK said in the PI interview along the lines of “we are unashamedly performance orientated”.
That statement is for many a cultural shift. Some thrive, some don’t survive, some ‘throw their teddies out’.
A few end up in an ET for defending perceived poor performance or a business challenging perceived poor performance.
I have been to a few and never lost any. Why. Because one follows the correct protocols of engagement. Training, setting clear and achievable targets, timelines, flexibility, support etc etc but at the end of the day even the allowance of reasonable mitigation’s sometimes one ends up in the courts.
The ability to show the supportive structure and evidence of above, helping individuals achieving achievable reasonable targets is paramount.
That has nothing to do with sex, ethnicity or even disability. Each is an individual.
It’s about doing right for the individual, being reasonable, respectful but at the end of the day an employer is also entitled to a reasonable return on that time, training, care and investment in a person.
On the PI call I got the feeling from AK that he had excellent people values. Supportive, demanding and fair.
How he equated individual values. “We are all worth the same irrespective of where we live” or words to that effect resonated with me.
His examples of people engagement and behaviours lead me to believe I should have no worries about any ET. It’s often a fall out of good reasonably demanding management. Some fall by the way side; but many many more excel when they are motivated and see poor performance addressed fairly.
I learnt that very positively from the McKinsey's culture!
No concerns here!
Usual caveats
Trek
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