How would you manage a tricky workplace dilemma? We asked our experts — but want to hear your views too
Your dilemma: Andy has worked for 18 months in the IT department. He came in as a graduate recruit and is the best networks whiz the company has had. Senior management see him as a future star and have encouraged him to apply for the new job of Head of IT Strategy. The post would place him on the same tier of management as you, his current line manager.
Now you have discovered that Andy never finished his degree. A former college-mate has revealed that Andy had a breakdown in his third year and left before finals. The university confirms that Andy did not finish his degree, but will not discuss his medical history.
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You know that Andy could face criminal proceedings for lying about his degree and obtaining advantage by deception. But he is also a star worker, probably worried about being stigmatised as having a history of mental illness.
The problem could have been avoided — it was your job to check Andy’s qualifications and references when he applied. Now your own future could well be threatened by Andy’s rising star.
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Derek Wroughton, principal consultant at Metzger (www.metzger.co.uk):
“Andy’s uncompleted degree has not affected his performance over the past 18 months. He is the strongest contender for the promotion.
“You should discuss with Andy the reasons for his deception — with no reference to medical history, which is hearsay, unless Andy raises this matter himself.
“You should then speak with your boss, explain that while you should have checked qualifications before recruiting Andy, you recommend Andy for the promotion, based upon his performance to date.”
Giles Morrison, managing consultant at the PSD Group (www.psdgroup.com):
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“The line manager should speak to Andy and highlight the potential seriousness of his actions. With the difficulty in identifying talented and high-achieving staff I would recommend that the line manager, once he has all the facts, discusses this with his boss, while still recommending Andy’s promotion. The matter should be placed on Andy’s record, with a verbal warning that this action is not acceptable and if future information comes to light it may result in dismissal.”