Provided by: Jennifer Kirschenbaum, Esq.
September 28, 2023
Question:
Jennifer,
My staff seems empowered and entitled the demands and expectations the past year or so, and recent memory seem like a new era of demands. I was wondering if other people have made the same comment.
Thanks,
Dr. I
My staff seems empowered and entitled the demands and expectations the past year or so, and recent memory seem like a new era of demands. I was wondering if other people have made the same comment.
Thanks,
Dr. I
Answer:
Absolutely and it seems to be a factor of labor market and the times. Across the board, the feedback I see is employees seem to be demanding more and delivering less, whether that’s while actually employed or in a post employment, extortion / shakedown attempt. The expectations of meeting leave or accommodation requests, support demands while on the job, or severance allotment following separation; being entitled employee seems to be all the rage. Such behavior is often empowered and substantiated by friends, family and attorneys, encouraging employees to take such absurd positions.
Unfortunately, with the labor market continuing to be tight, many employers are reluctant to cut loose employees, regardless of their poor level of performance or conduct, which, frankly as your employment defense counsel I view as a terrible mistake. The opportunity cost of maintaining a toxic employee that will drag down morale and productivity is typically far more expensive than the cost of defending against unsubstantiated allegations that may be made by such a person following separation, or the opportunity cost of maintaining such person. Most employers retain undeserving personnel long after it’s time to separate. It seems in the past few weeks, based on feedback on the labor market, things may be loosening a bit and better candidates may be on their way to answering ads then we’ve seen in prior months/the past year and a half. Keep your eyes open and do not be closed off to cutting deadweight. For assistance in separating and limiting any potential liability you may have, always call before taking action so we may proactively strategize. We are here to help.
Unfortunately, with the labor market continuing to be tight, many employers are reluctant to cut loose employees, regardless of their poor level of performance or conduct, which, frankly as your employment defense counsel I view as a terrible mistake. The opportunity cost of maintaining a toxic employee that will drag down morale and productivity is typically far more expensive than the cost of defending against unsubstantiated allegations that may be made by such a person following separation, or the opportunity cost of maintaining such person. Most employers retain undeserving personnel long after it’s time to separate. It seems in the past few weeks, based on feedback on the labor market, things may be loosening a bit and better candidates may be on their way to answering ads then we’ve seen in prior months/the past year and a half. Keep your eyes open and do not be closed off to cutting deadweight. For assistance in separating and limiting any potential liability you may have, always call before taking action so we may proactively strategize. We are here to help.
