Nowadays numerous companies, even though in the crisis period, want to find a crack for tackling down into the world of success. From day to day many shrewd and brainy people appear on the market with groundbreaking ideas who can ramp up company market share and revenue respectively. They are potential go-getters who have flair for integrating new cutting-edge ideas in the business. In the chase of the new do-gooders, companies frequently almost forgot about their old staff who were with the company from an onset but who are not obsolete yet needed in the additional training or seminars. However, a reckless management demeanour who turned blind eye on the ethical rules in seeking to dismiss old and loyal membership by thinking up foolish ideas how to do it legally based on not confirmed company rules and metrics. Often, it led to trial acts where justice prevailed and fired employees got fair compensation from the company where the manager had been guilty.
Given the above, in order to stave off similar situations in the future, strict, simple and transparent policies and procedures must be developed in keeping with company vision, business cases, and regularly reviewed by management to adhere to ethical and moral principles. Organising regular performance review for individuals and teams and collating it with the market needs to be ahead of the competition.
This approach, precisely, will have success amidst employees and boost up their loyalty, effectiveness and aspiration to enhance internal environment and open-minded communication with management. All obstructions will be eradicated and streamlined information from bottom to up will go seamlessly that leads to immediate solving of problems that is advantageous in front of competitors. If you delve into the processes, build value stream mapping where all gaps would be erased, control of these processes would be established to keep it on the proper level, and people would be awarded with the reward and recognition transparent system, only then the company can avoid any problems affiliated with workplace discrimination.
Then the manager can adequately assess the current situation and pragmatically decide, based on the company rules and techniques, what the steps need to be performed.