Your Promotion Memo
When I wrote my book Surviving & Thriving in the HR World, I included the following fictional memo about a person who just received a promotion. Some reviewers took issue with this saying they didn’t change the way they dealt with former peers who are now subordinates when they got promoted. My point with the memo was that the situation is now changed and you can’t have the same relationship with the team you used to have. It’s too hard to be objective in your decisions making. What’s your thoughts?
MEMO
From: Al, CEO
To: Karen, HR Manager
Subject: Your Promotion
Congratulations on assuming the HR Manager position. You deserve the promotion. The management of Acme wishes you the very best as you begin your duties.
In order to start you off on the right foot, here is a quick list of some of your responsibilities as an HR Manager.
A. You get to work all the overtime you want–of course; you won’t get paid for it.
B. You get to listen to the problems of the team members–but you can’t tell them yours.
C. You get to watch them go to happy hour–but you can’t join them.
D. You get to listen to their laughter at lunch break–but you can’t join them.
E. You will administer corrective action–then agonize over your decision.
F. You are in a sink or swim situation with no life preserver–and you can’t go back.
G. There will be times when you will hate your job–too bad; you can’t give it back without damage to your career.
Again, congratulations! We know you will succeed in your new duties.
Death rewards can be based on a number of different ways at the discretion of the employee: from the minimal protection of group term insurance to a permanent advantage up to and including pre-determined many of the employee’s reported W-2 http://www.leginfo.ca.gov/cgi-bin/displaycode?section=lab&group=00001-01000&file=79-107 revenue. The tax consequences and capital commitment to the worker may be influenced by the option they choose within the program. In the case of a worker making $245,000, if a 10x multiple is applied that staff may receive a death benefit add up to $2,450,000 ($245,000 x 10). The resulting contribution depends heavily on which product is being useful for money as well as the employee’s age and health.