The coverage of Van Gaal potentially being removed before the end of his contract at Man U raises a point, that we think goes on in businesses a fair bit...getting rid of someone because you have decided their performance isn’t quite coming up to scratch, but without actually giving them that feedback and the opportunity and support to do something about it.
For starters, it is grossly unfair to manage someone out of the business without addressing the issues with them.
But there is also the possibility of a knock on effect to the wider team...people aren’t stupid...they know when someone is being treated unfairly and will see straight through a situation where a member of staff is eased out with some spurious justification.
Interestingly, it often happens to those who are referred to as good /nice people. Somehow it seems to be harder for managers to give constructive feedback to the “good bloke” or “nice guy” on their team...and so they don’t.
The danger is that other good performers will look at what is going on and start to lose trust in management decisions...and once trust starts to disappear, it is doubly hard to win it back. You may even end up with other great team members walking away as a result.
There is probably some real unease in the Man U camp at the moment, as players wonder what is going on as Van Gaal is ousted such a short time into his contract and with seemingly no scope to pull things round.
It is really vital for managers to challenge themselves about whether they have been fair in managing someone’s performance - it is likely to affect not only their own reputation but that of the organisation as well.
The way we behave towards each other in the workplace has a direct impact on individual wellbeing, team performance and organisational results. This belief has underpinned our work at Focal Point for over 20 years and has never been more relevant. We are privileged to work with a huge variety of organisations wanting to get workplace behaviour and culture right - and to tackle the inappropriate behaviour that may get in the way of this. Supported by our fantastic team of facilitators and coaches, we are able to make a real difference to peoples’ lives as well as organisational performance. Having worked in both large businesses at management level and in 2 start ups at director level, I am able to combine hands on experience of growing and managing teams - and the associated challenges in creating the right culture - with over 20 years in learning and development. I hold the Certificate in Training Practice and am a member of CIPD. When I am not supporting clients or developing the Focal Point business, you will find me in a calming yoga class...