If you are an employer and one day while browsing LinkedIn you noticed that one of the employees changed the title of the position, without any promotion on your part, what did you do? If you have not yet faced such a situation, one day it may happen to you. Pune Academy has some tips on what to do.
Should you ask to change your LinkedIn profile?
The influence of position is a serious issue and perhaps one of the most serious. Yes, you should. The risk for the company is doubled. First, this person is probably looking for a new job. This employee can be a talented employee, so it falls to you that you are losing a good employee.
Second, if you do not clarify the roles, titles and responsibilities of employees you will face legal issues along the way.
Why did you increase the position?
Why do employees usually inflate job titles? These are much more than the words on the CV. In many industries job titles are directly related to status, responsibilities, reporting structures and compensation.
These employees may be looking to get a raise, or get this raise from someone else. But there are other reasons. It is possible that employees do not have a purpose. They are simply vague about their role and are trying to show what they really do in the company.
But if you know that you have shown each employee his position and role in the company, then their goal is probably somewhere else.
5 steps you need to take right away
Before you start making assumptions in your head about the reasons for the actions of these employees, here are 5 steps you should take without wasting time.
Take a quick look at LinkedIn!
Make sure everyone in that company is introducing themselves appropriately and professionally! If they are misrepresenting themselves, then there is something to be taken.
Ask the managers of those employees if they have allowed them to use other titles!
This happens when companies allow employees to use different titles which, can be adapted to competitors and customer expectations.
Evaluate your naming structures
Some companies have adopted to have hierarchies where there are redundant titles. Define the culture that your company has created and, if you have a strict naming structure!
Review the original agreement with the employee
Reread the agreement you made at the beginning with the employee! Have you clearly indicated the title, reporting structure and responsibilities for it?
Review the employee’s report and the manager’s report on it
If the employee’s manager has documented that employee’s appearance, then you can see if the employee has developed new skills and taken on more responsibilities, or perhaps even are unhappy with their current role and compensation.
Prepare the confrontation
If these five steps have not given you an answer in the end, it is time to address the issue to the employee. When scheduling a meeting, make sure you let the staff understand the meeting objectives that are to discuss the goals, what they have been working on and the projects to come!
Questions you can ask:
For what purposes have you been working these days?
Did you achieve them? Why yes and why no?
What are your current challenges?
What skills would you like to develop in the last few months?
What kind of training or development are you interested in?
Do you feel you are getting enough credit for what you are doing at work?
What to understand after the confrontation?
Even after all the reviews of this situation, where the employee’s responses were not as informative or seemed insincere, then they are looking for new employment opportunities outside your company and they just have a leg out of it.
And as long as that habit of those employees is affecting the productivity or morale of other employees, because it may happen that they have marked the position of any of the colleagues, then you need to be direct with them.
Example of what to say
What do we have (name of the employee),
I was navigating your LinkedIn profile one day and notice that you changed position. We are trying to build ourselves in the market and we need to present ourselves professionally, so it is important that the position of each employee reflects what they are employed for. We are happy to be in the position (the position that the employee was initially assigned) and we need you to introduce yourself to this position!