This case is definitely difficult to analyze and determine the “right” and “wrong” steps forward, especially since it’s such an emotional situation. I agree the most with Karen Firestone; I don’t think that Elizabeth should leave before she secures her next job, but I do think she should “aggressively pursue other opportunities” as well. I also agree that Elizabeth should recognize her value as a worker and deserves a workplace where she is respected and isn’t treated like “damaged goods.” Although it’s harsh, I partially agree with the sentiment that Elizabeth should have been more cautious when entering the workplace relationship in the first place. However, I don’t think it’s fair to say that she’s wrong for getting more invested in someone that wasn’t as invested in her. How would she know that Brad wasn’t as invested before she found out he cheated on her? Is she wrong for being this hurt that her boyfriend cheated on her? No. Whether it’s 2 months or 2 years, the pain of infidelity will still persist. I think her reaction and emotions are valid and she isn’t necessarily in the wrong for committing to her relationship emotionally. Is this a good lesson for the future? Yes, I do think she should be more cautious. But the idea that this is somehow her fault is a bit problematic in my opinion.
I disagree with the second expert, Wendi S. Lazar, more than Firestone. This is mainly because of the fact that Lazar approaches this situation without the same consideration of her value (i.e. thinking she should just stick it out so she doesn’t lose out versus believing she could achieve the same compensation elsewhere) as Firestone. Especially because Lazar states that Elizabeth “isn’t in the right state of mind,” or too emotional, to make this decision. Her need to leave this company isn’t solely due to her emotional pain of seeing her ex-boyfriend openly date (and get ENGAGED TO??) another co-worker, it also stems from the blatant disrespect/lack of consideration from her manager and co-workers. I do agree with Lazar when she talks about the unhealthy dynamic within the organization (i.e. Elizabeth facing the brunt of the criticisms due to her relationship while Brad faces no social or career repercussions). I just disagree with the first part of her analysis.
If I were the manager, and found out about the situation, I would bring HR into this. As a manager, I wouldn’t want to lose Elizabeth or Brad (professionally not personally of course…) So, I would try to find a solution where all parties involved can work in a non-toxic environment. If I had a HR mediated meeting with Elizabeth, the possibility of transferring offices could come up, and would result in a “win-win” situation, the company can keep Elizabeth and Elizabeth can work without the constant reminder of her ex’s infidelity.
