Dear Seniors,
Please go through the situation mentioned which one of my friends has gone through recently.
A manager has given a particular sales target to the subordinate and his team verbally to do a particular amount of business. On 26th he reported to HR that the subordiante and his team are not able to do any business till date and he wants the salary to be stopped. The salary should be given to them only on the completion of target (to be completed in the next 4 days). As a process HR can stop the salary only in case of sepration. As per the manager, he wants them to be in the system only if they are able to achieve the target and through this he wants a lesson to be given to his team members who do false commitments.
What can be done in this situation?
If they are not able to perform and they resign, is it professional and ethical that manager would write on thier resigantion letter that it has been accepted due to non performance.
Swati
Please go through the situation mentioned which one of my friends has gone through recently.
A manager has given a particular sales target to the subordinate and his team verbally to do a particular amount of business. On 26th he reported to HR that the subordiante and his team are not able to do any business till date and he wants the salary to be stopped. The salary should be given to them only on the completion of target (to be completed in the next 4 days). As a process HR can stop the salary only in case of sepration. As per the manager, he wants them to be in the system only if they are able to achieve the target and through this he wants a lesson to be given to his team members who do false commitments.
What can be done in this situation?
If they are not able to perform and they resign, is it professional and ethical that manager would write on thier resigantion letter that it has been accepted due to non performance.
Swati