Due to reorganization plans and some budget issues, the company where I am a manager is combining three small departments. As a result, we have to lay off a few people. We are basing the decision strictly on seniority. One of the men who I supervise will be laid off. He has had terrible job performance for a long time. I was thinking that when I inform him of the lay off, I will also tell him that I was about to initiate a corrective action plan because his job was in jeopardy due to poor performance. This information might help him do better at his next job. Our human resources manager is insisting that I stick to the lay off reason and not mention anything else. That seems dishonest to me. What would you do?
— Manager Michael