I often write about the terrible treatment some employees have to endure every day at work. I rage against it to be honest. Sorry, but if you can’t relate you should thank your lucky stars, you’re in the 30%. That’s the percentage of people that love their career and are totally engaged. Good for you but I have to keep it real and unfortunately it’s not all peaches and cream out there. We can’t lose sight of the fact that although the unemployment rate is down to 8.2% that does not take into account those that have given up on finding work.  Or those that are desperately looking for a better opportunity because of the slave driver in charge at the office.

You know the people that I’m talking about, the ones that change the rules and don’t tell you about it. The ones that hold you accountable for their thoughts, and never have a conversation to clarify their expectations or position. The folks that want to beat you into their idea of a model employee with Performance improvement Plan or progress disciplinary action. The ones that do not lead by example but hold you to a standard that they themselves do not model.

It’s about more than policy

There are a couple of employers here in Memphis that I have been hearing a lot about regarding their downright abusive treatment of their human capital. Things like denying them the right to go to college.  Refusing FMLA rights to an employee with a sick child, the child has cancer.  And when an employee goes to HR to voice a concern, they are often met with “This is an at-will state.”

I’m encouraging these victims to pursue their cases with the EEOC. Oh yes, I can write up one hell of an EEOC complaint, they kinda taught us that (shout out to THE Ohio State University) we’ll see how that turns out.

I was talking to another HR professional about this situation and we both agreed that this is ridiculous and not the way an organization should behave. She pointed out something more, something so very simple and poignant. She said you should put aside the law; put aside the rules and policies and just think about the legacy you want to leave behind. At the end of the day, can you look yourself in the mirror and feel good about not allowing someone to go to college or would you feel better knowing to help someone to improve their life. Do you want to be known as the manager that fired someone for seeing a sick child?

Can you go home at night look at your children, your spouse or family members and be proud of what you’ve done? Would you want someone to treat them the way you treat your employees? I ask you, what is your legacy?