Job transfer threats
Withthe downtrend going all over the place, people are either beingthreatened to leave their jobs, or in the worse case, get a transfer.
Earlier, government service posts were transferable either because of some promotion or demotion...
Nowthe private sector too is resorting to transfer as a means to putemployees under pressure to work in a different location or else...
Theonly statement that management makes when they have to threaten anysuch act which could lead to results unfavorable to the employee is"... looking at the current situation the options you have are/is ..."
leaving that statement hanging usually has that effect on people who tend to feel threatened. It is true that having a job is better than not having one... but emotionally pressuring people to perform will get the management no where. The impact of under performance will be much higher than not having that employee in the specific role.
Those who are not threatened, probably will have worked out their options and take things as they come. But for most,who are dependent on their jobs to pay their rents/loans or are too tight on their purse strings there is no other option left BUT to relocate...
Most oftener, it is also the case that the relocation is happening based on the employees' own expenses too, which is an additional burden on these people. So coming down to the private sector, esp. IT, things are not that good as they were a few years ago,and they will never be as good as then ever again!
Thus the whole relocation needs to be looked at in a very big perspective and not be taken as the only option left under pressure.
Role re-assignments would be better options in such case for the company since then the person will also have a job and a role in the same city. Having lesser number of unknown variables is better than having all unknown variables.
Unfortunately, the management decisions in such situations are not conveyed clearly to the impacted people and there is a lot of injustice meted out.
Most decisions taken under pressure tend to be incorrect in the long run.. both for the company and for the individual though the impact on an individual is far more than on a company.
Cautious decision making, based on a clear discussion of the risks and compromises involved, in pressure times is a key learning that most do not follow.
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