Moral Dilemma #2: The Surveillance














6 Responses to “Moral Dilemma #2: The Surveillance”

  1. Sara says:

    In my experience, I find that the bosses usually already know. Maybe they don’t want to risk a discrimination lawsuit if they fire the person. (You can bet that Marcy knew how to cause trouble in that regard; the slackers nearly always do.) Maybe they didn’t want to go to the trouble of having to find a new employee. Maybe the boss was a relative or family friend. Maybe the boss didn’t have the balls to discipline her. It always amazes me when people like that get to just cruise through life and collect their paycheck. My experiences have shown that the more I squawk about someone’s lousy work ethic, the more I’m made out to be a problem employee. It sucks hard to report someone and have nothing happen.

  2. Katie says:

    They already knew. Having worked with call center managers before, they usually keep very detailed stats on how many calls are being taken by each employee, how long they spend on the call, when the calls were arriving for staffing purposes, how each call was resolved, etc. Even though you were providing a critical response to the client, you weren’t actually bringing in new sales, so it’s in the best interest of the company to run the department as effeciently as possible.

    They were most likely building a file to terminate her. They may have needed a few months of recorded poor performance with appropriate coaching to help her improve. As the behavior continued, they then had to go through a disciplinary process like verbal warnings and written warnings before they could fire her.

    Or you just had really lazy management. 🙂

    • Jamey Stegmaier says:

      Oh, I have no doubt that they had detailed stats on all of this. I just don’t know if they actually looked at the stats. If they did, it makes sense that they were building a file to terminate her. Perhaps someday I’ll run into the supervisor and ask her myself.

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