| Regardless if this is a made-up story or not I think there are a few lessons here: 1. Exceptions are hard. While I don't believe in rules that can never be broken/circumvented in these types of situations you, as a manager, need to be aware that one exception will lead to having to make more exceptions. That is, to me, one of the skills of a good manager, being able to make exceptions when needed and give a good argument for not giving exceptions when not possible. 2. Empathy is critical. A manager without empathy (in the sense of being able to understand something from the other person's point-of-view) is generally not a good manager of people. The manager that is asking the question did obviously not understand how important the graduation was to the employee. 3. Don't rationalise punishment (meaning, calling the person afterwards just to make sure they understand how wrong they are and how right you are) with concern in your own mind. A good manager needs to examine and understand their own motivations for doing something. 4. Don't be afraid to admit your own mistakes as a manager. I'm pretty sure you can salvage this situation by meeting with the person, apologizing and probably giving them a well-deserved raise (since it was your best employee). You do not lose by doing that, it is not a competition. 5. Don't foster a culture where people will not help each other out. I find it very strange that a person that is a very good employee and that has helped other people numerous times (according to the question) has such a hard time finding someone to help them out. It could be because of the employee of course, but she should have been recognized in front of the team for her willingness to help out long before this. |