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Often, when a company implements changes, employees feel resentment or excitement. In the case of Company Employee (CE), a company strategy was met with cynicism. CE expressed doubt on the plan as it meant bringing in new people, who could touch on her turf. CE showed animosity towards the idea and the bosses noticed her behavior.
CE has been with the company for many years and loyalty was her ace. The bosses recognized her contributions and respected her views. However, they warned her that changes are inevitable and time will come when CE will have to work with the new hires.
The attitude of CE puzzled the bosses and An Executive (AE) decided to investigate. Lower managers were then asked about possible leads. Finally, AE found an answer. Allegedly, CE has established a practice, which many knew about but kept quiet, as they benefitted as well. CE would tease major players for goodwill from their high compensation. After all, CE was part of the reason why those players were hired. Hence, company changes might bring to light this practice with unwritten rules. CE and others who follow the same might be in trouble.
‘The unwritten rules of behaviour are infinite in number, finely shaded, and subtle to the last fraction of a degree. They are not to be broken. If broken, the rules of forgiveness leading to re-establishment are equally of air and iron.’ − Hal Porter
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