Business leaders and managers look at an employee’s responsibilities as contributions towards a singular aim. It may be helpful to consider these responsibilities as interconnected with the responsibilities and goals of others in the workplace.
Rayanne Thorn writes, in a post over at Blogging4Jobs, about a time she was directing a one-act play and struggled with an actress who was continuously unprepared.
Ultimately, this actress was fired from the production. It’s the job of an actor to learn lines. If they don’t memorize them, the actor will not only let his or herself down but also will hurt the production of everyone else involved.
The result is a negative experience for everyone, even those who may have been working very hard on their role or in their job all along.
This example of a play really gets at the heart of the way a business or company works together to get things done. If one person just isn’t contributing up to par it should seem unsurprising that action will be taken by a responsible manager.
Business leaders and managers should consider an individual’s work performance with regard to others. Is the employee really doing their share of the work? Is the individual following through in their responsibilities? How is their work directly and indirectly related to others in the business?
Considering Employee Responsibility
