What happens when an Open-Door meeting goes wrong?

“I was a top performer till I used the Open-Door. Things went nasty, so I had to resign. My managers didn’t accept my resignation and I was unethically pushed to sign Performance Development Plan. This was done to cover-up my resignation. I was then fired for non-performance. This have affected my career and my dignity. Please help me.”

Open-Door breathes life to organisations where frictions between the machinery can derail it .

However, what happens when the practise meets scared leaders who cannot face the sun ? Building trust with a capability of accepting every error no matter what ever goes wrong, isn’t every one’s cup of tea !

I have been on both the sees of the table, where I blew the whistle and then managed cases where the whistle was blown.

Take my words the risks are far greater than any gains for both the parties.

An Open-Door is inevitable, yet,  I am yet to meet any leader who can walk into the the room and accept his or her faults.

Hence, I write from that premise. Expect almost no returns , since you raised the storm. I am still blacklisted and have a ‘No Hire’ in the company where I blew the whistle. Much like you, before it all happened, I too was a top performer and was given a hike and promotion in less than 6 months of my joining. No matter whatever they write and store in their records , I have their letter of appreciation with the salary hike and new designation to me.

Yes, you are on dot imagining they are going to affect your career. I too remained unemployable for a while.

Thankfully, my life didn’t end there , so did my career!

You have three options now. First is to fight just as Dinesh have mentioned, taking the labour court way. You are of course  free to speak to the CHRO. But expect a little difference in the result, as his data is based on what your reporting managers had filed. Third is to spend equal amount of time to rebuild your career from ground up.

Your ex-employer can write all the nasty comments during your reference check. And you still have their very own appreciation letters to counter.

Please be open with your prospective employer while sharing facts. If you were a great performer for two good years , then suddenly you couldn’t have gone brain dead and lost it in next two months. These situations are way to easy to be read. Any hiring managers can see through. However, you confirming your part would help them arrive at a decision .

For a while take up a job with a tech firm who wouldn’t  loose their sleep over what your ex-employer says. Look for startups. Talents like yours would be highly valued by them .

I too did that. I worked with smaller firms till the stigma no longer mattered for me . Today , you might find it hard to believe, but their own CHRO treats me respectfully! No this is not what we should seek or why we work. But then I guess talent and handwork, does prove its point !

Wish you all the best !

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