A Follow Up Thought

How to handle the situation of an employee that is identified via photo or video or a social networking site as a participant in the riot is done on a case by case basis and it will be interesting to see if any of the people fired in the initial days challenge the firing. I think that the strong emotional response to the riots by many, coupled with the photos, videos and social network posts have created a unique situation.

People are applying pressure to some of these employers to fire the involved employee and in concern for the reputation of their business they are responding quickly. In a normal process this is less likely to occur and the employee is more likely to seek professional advice and challenge the firing. This situation isn't 'normal'-the level of public shaming of the riot participants means the employers have evidence that the reputation of their business is at stake in the form of emails and letters from the public. Perhaps the people fired will prefer to avoid as much further publicity as possible while they deal with the justice system and try to figure out how to rebuild their lives, which means they are less likely, in this public arena to challenge the firing. But we shall see. Human Resources professionals should understand the legal perspective of such firings and we also know that outcomes are based on the whole picture.

I would caution employers to use less dramatic means than immediate dismissal until a proper investigation is completed but I think most HR professionals have experienced the 'knee jerk' style of response from a business owner or manager that feels the reputation or security of their business is on the line. We must be able to offer temporary bridging solutions and counsel in considering the situation objectively.

Two of the three fired have publicly admitted their participation in events although both of them seem to be struggling with understanding why their integrity is being questioned.I am saddened that some members of the public are showing the same lapse in judgement in their calls to destroy the lives of these participants, that some are employing threats and bullying to vent their anger.We may see some precedence setting in these cases in the coming months depending on how each person chooses to proceed.

What Will You Do If An Employee is Identified in the Riot?

The aftermath of the riot last week is still in the early stages, damages are being assessed, photos and videos and social networking sites are being reviewed to identify participants and many people are posting articles, blogs and comments on what they think caused it and what should happen to people who were involved.

So far at least three people have been fired from their jobs, either because they were identified in a photo or video or because they bragged about their participation on a social networking site and were associated with a business. There may be more such firings over the coming weeks. Clearly the costs to business are not restricted to the downtown core as the businesses that had these employees not only have their reputation at stake, they now have a cost to hire and train replacement staff. There will also be a ripple effect of costs related to these people now being unemployed and likely will face greater challenges in being reemployed.

The three employees noted above were all fired within a few days of the riot based on the publicity generated by the photos and videos and understandably business owners/managers will have concerns about their companies’ reputation. One of the three was fired because she was identified as stealing from a store during the riot, which raises another concern for an employer.

Is an immediate decision to fire these employees the best choice? The emotions in the metro area are running high right now and decisions are somewhat forced by the demands of customers. However, what decisions are made in calmer times when an employee is alleged to have committed a crime? Rarely are they immediately fired, sometimes they are suspended with or without pay, sometimes they are transferred to a low risk role temporarily until a proper investigation takes place.

I don’t think that there is one right answer but what do you think? What will you do if an employee in your organization is identified as a participant in the riot?

Leadership and What Happened In Vancouver

I am sure many of you have already read or heard the news about the riot in Vancouver yesterday. After reading posts from some business owners whose business premises were badly damaged and/or looted last night it led me to think about how the leaders or managers in these organizations will help employees deal with the effects at work. Also, how the business owners and managers deal with their own feelings about seeing all the hard work and effort that went into building an attractive and successful business treated with such violence and disrespect.

There are several points to consider in this:

Some of the businesses were open and employees were trapped in the buildings while the rioters broke windows, trashed the interiors and fittings and looted products. They likely experienced emotions ranging from fear to anger. Their families and friends may have been at home worrying about their safety.

Other employees may have been watching from home and wondering what this meant for the upcoming shifts, their income and what kind of damage they would have to face when they returned to work. The potential loss of income because their workplace was severely damaged may cause serious problems for employees that rely on each paycheque to manage. The uncertainty as to when they will again be scheduled to work, what might be asked of them in repairing and rebuilding the business and what the business leadership will do in response will be part of their thoughts in the coming days.

What Business Leaders and Managers Can Do

First acknowledge your own feelings regarding this and share this calmly with employees. If it is possible to hold an in person meeting with employees-do so and allow people to talk about their concerns. Answer questions that you have answers to and let them know approximately when you will be able to answer questions that you may not have answers to right away.

Include employees in the repair and rebuild process in any way possible-taking action to get back on track is encouraging and allows people to replace negative emotions with a sense of purpose and pride.

In circumstance where it isn't possible to meet in person with employees set up an online presence to post information and encourage and respond to questions and concerns.

Provide a clear and concise information sheet for employees detailing accurate information that they can share with others and to respond to customer inquiries.

What suggestions do you have for business leaders and managers? What have you done that has helped?