That sounds like step-by-step instructions for getting fired.
Agree with most posters here that this is something you don’t want to involve yourself in. The director is going to do what he’s going to do, but it’s not likely to work out for him - people seldom get to choose their own bosses. It might be entertaining, though, so keep us updated!
Do they not keel-haul people for mutiny anymore?
Well played.
It’s A Song of Ice And Fired.
And wear a chicken suit while you do it. What could go wrong?
When I sat on the board at our local PBS station the only time we discussed employment was in executive session after the door closed and the secretary put down her recording pad.
Since your compatriot is not a board member the subject will be brought up in open session and it will be recorded for the CEO to see.
Stay away from this thing. You’re not involved. Keep it that way.
No matter what - either getting involved or butting out, you might make sure your resume is up to date.
Just in case.
That’s the best advice you’re going to get today. I concur.
This is sarcasm, right?
Possibly, I get why things are the way they are. But isn’t that plan better? Shouldn’t businesses be more open about how they make decisions, and aren’t businesses better for it if it isn’t run by backroom deals and backstabbing? If people don’t like the CEO, why shouldn’t there be a public and open forum to air grievances? I think that would make any business better and more efficient cannot fathom why we never see or hear about companies who try something different than the standard bureaucratic shit
[QUOTE=YogSosoth;17430630 If people don’t like the CEO, why shouldn’t there be a public and open forum to air grievances? [/QUOTE]
Three words: Employment at will.
Believe it or not, the CEO doesn’t report to the employees, he reports to the board. They base their assessment of his performance on shareholder value, as chiefly represented by stock price. Yes, a far-sighted one will pay some attention to employee morale, but chiefly as a means of keeping turnover at a healthy level, reducing hiring costs and learning-curve costs for the sake of the bottom line.
An employee with a grudge of some kind but not the sense to handle it professionally does not have veto power over the CEO, nor should he.
By George HR Martin
Here’s a gem I’ve been saving my whole career just in case. Publisher at a newspaper I was working at was going to be replaced by corporate, new editor knew it, told other upper management, went and told publisher.
Publisher called corporate and he and editor ended up getting boot together.
Upper management was questioned if they knew about it, one director said he’d heard about it - but he was in a stall in the rest room, didn’t recognize the voices.
He kept his job.
I wouldn’t call for a single low level employee to have that power, but I think the Board should take employee feelings into consideration. I’m not so fond of how corporations are run now so ideally, I would like all non-management employees to be represented at the Board by an elected union member so that any decision the Board makes takes into account the feelings of the employees.
But aside from that, even if we’re just speaking of the Board and the upper management itself, in the circumstance of the OP, if some member feels that CEO isn’t doing its job, it should fall to management to not hold secret backdoor meetings but to allow the process to play out fairly. The director and the CEO should both be given a forum to present their cases so that the Board can decide whether or not the CEO should stay. Seems that’d be the smart way to run a business instead of something like out of the Star Trek Mirror universe assassination-as-promotion method
Yep, the person described in the OP sounds like a backstabber and a jerk. Yes, there should be open forums to discuss issues. Yes, there is often way too much bureaucratic baloney. But I fail to see what your ridiculous suggestion has to do with any of that.
Besides, even if he wanted to do it, what possible authority would the OP have to:
– Call a meeting unrelated to his particular work area, especially with VPs, C-levels and board members?
– Speak for the person who is rumored to have a problem?
– Open a public debate about the CEO’s performance?
– Call a board meeting at all?
– Ask higher-ups to argue their positions?
– Collect additional opinions about this matter that is none of his business?
– Launch an investigation into the pros and cons of ousting the CEO?
– Interview candidates the CEO position?
– Require department heads to take a stance on the matter?
– Conduct a poll of the employees?
– Ask the board make a decision on ousting the CEO.
How would he even get the people to COME to such a meeting? What’s he going to do? Send an outlook invitation that says “2 PM, Conference Room 3. Subject: Joe Smith wants to oust the CEO. Let’s discuss!”
Are you 12?
I would give it a good leaving alone.
And update the resume, back up my data offsite, and prepare to network, just in case.
A thousand times this. Keep your eyes open, your head down and your mouth shut - that’s my motto!
That’s how they do business at Wal-Mart! I think that’s the place you’d want to work.
You know, where every cashier, clerk and box boy is an Associate, and they all have seats on the Board!
A Song of Ice and Fired -
A Game of Drones
A Clash of PowerPoints
A Storm of Words
A Feast for CEOs
A Dance with Directors
The RIFs of Winter
A Dream of Hiring
I’ve got a better idea. Walk into your neighborhood coffee shop and call a meeting about whether the barrista is doing a good job. Conduct a poll of your fellow coffee drinkers and submit a report with your findings to the management of the shop. Make sure to have a representative of the barrista’s union there. Also, inform the board that the lemon scones are always a bit dry, they should keep them in a sealed container not sitting out on a plate. I’m sure everyone will appreciate your efforts.