Question

How would you handle this situation? What would you advise Orlando to do in this meeting? What would you tell his manager, if anything? Are there any systemic changes you could think of that may help prevent instances like these from happening in the future?

The annual reviews have just been completed, and you heard from Orlando Nicholson, an employee who had been with the firm for two years. Orlando has a cordial but distant relationship with his manager. He asked for a meeting with you and revealed that he feels the most recent performance review he received is unfair. Orlando feels that his customer satisfaction scores are modest, but this is due to being assigned some of the most difficult clients the company has. In addition, the manager rated him as average in mentoring others, discounting the fact that he was heavily involved in the onboarding of two new employees eight months ago. Orlando also feels that his relatively quiet and shy personality is being held against him. He feels that he heavily influences organizational change, but this happens informally and not in big meetings. In fact, there have been several times when he feels that other people took credit for his ideas.

Answer 1

                                    On the analysis of the above case, it can be summarised that Orlando Nicholson, who has been an employee in the institution for two years and the most recent performance review is not satisfactory according to him. He thinks that he has contributed well to the development of the firm, but has not been rewarded with the kind of support from the firm. On the basis of the above, he is arranging a meeting with the manager to discuss these facts.

                                    On the basis of the above scenario, Orlando can be advised to reveal all the dissatisfactory terms that are being done in the firm directly to the manager so that the manager would come to know the efforts that he takes for the firm and would make sure that they are not overlooked at least in future. All the matters pertaining has to be disucused and the manager should also be said that the employee who has been working for the betterment of the firm should not be overlooked and he should be given the consideration as necessary.

                                    The meeting should be followed by some specific changes in the way the employee is treated in the firm. It has to be understood that each employee who works for the firm has to be given the opportunity in every meeting to say the way they are being treated in the organisation and how well they feel about the firm and the way they are being treated in the firm. The employees should also be provided with a territorial manager so as to report the contributions made by each employee for the betterment of the firm so that none of the activities would go overlooked in the firm. Thus, a necessary change that should be introduces would be to give the employee the kind of space in the organisational setup so as to express their views about the firm so that they are being treated in accordance with the contributions they make. The analysis should also be followed by a performance review followed by a meeting where the employee could express their views so that they would get an opportunity to say whether they are being mistreated in the organisation.