Another sticky situation

scantey

Today I was called in by the CEO and the EVP of Sales and told that several employees were complaining about the VP of the Sales Department. I was told this has been on going and that it has only gotten worse. Since we have an EVP (Executive VP) and a VP of the same department the employees have been going directly to the EVP and bi-passing the VP all together. In speaking with all of the employees (3 girls) I found out that they all had the same story- that the VP did not respect women and that they were all in fear of him and felt that they he was very intimidating therefore they decided to bi-pass him all together. After investigating all parties involved I have concluded that the EVP and the VP are in a huge power struggle and that the EVP just wants him gone. I have suggested that we send him to a Dale Carnegie class and whatever management training he needs but the EVP has now refused to deal with him and said there is really no need for his position. I know the VP will do whatever it takes to work out the situation but at this point the EVP does not want him here. There is so many more details but this is the legist of it. My question is 1) can we terminate him since (although this has been going on for a while) this is the first time it has been addressed 2) He is willing to do whatever it takes to open up the doors for communication. I have very strong opinions on this but want to know how you experts feel. Don...are ya there?

gillian2

If the EVP and presumably the CEO don't want the VP there, there isn't much that you can do. Sending the VP to a Dale Carnegie course won't change the mind of the others. This is, perhaps unfortunately, a polical play that only has one outcome - the VP will go. Unless there are mitigating circumstances that you can bring up - like discrimination based on race, age etc. or some other significant issue, there isn't much to do. The fact that this is the first time that it has come up may present a bit of a risk, but if there are no other mitigating circumstances, probably a low risk.