It was never supposed to end this way, Indy is Peyton's town not Eli's. As my Mom used to say "we are not in charge". The Superbowl is in Indianapolis on Sunday and by its conclusion we will have seen as much about Peyton's career being over as Eli Manning going for ring two or Tom Brady for ring number four. And evidently Peyton's career is over or at a minimum his bonus will not be forthcoming.No one really knows but with media day this week opinions will be everywhere. But I digress. For a moment stop and consider all the sickness and injury which occurs everyday throughout the world to employees and family members and consider how everyone has an opinion as to whether the their treatment was appropriate by their employer in a disability context. What happened to their job? Were they paid? Were they treated fairly? Did they have to sue to protect their interests? In the case of an injury arising in the course of employment were they given reasonable accommodation? Was the focus on their impairment or their ability? Did anyone consider what they could do and offer alternative work consistent with their functionality?
A systematic focus on stay at work addresses abilities matching restrictions and limitations with available work while affording the injured and sick to transition in spite of their conditions. Its a lot less expensive to retain talent than to continually replace it. Adjustments in compensation naturally follow most hall of fame quarterbacks who do not end up working for themselves. It is only prudent for employers to have processes in place to accommodate injured and sick employees. In Peyton's case if he cannot play he could most definitely coach. He has been a coach on the field for years. Imagine the insight he can provide divisional opponents into the Colts offense. If you were the Colts would you want him working for the competition?
Peyton manning is a warrior. Not everyone injured or sick is or was(?) as highly compensated but his situation is one that occurs routinely in business. Good organizations have contingency plans to attract and retain top talent. As you are watching Peyton this weekend in the Manning box consider what the stay-at-work and return-to-work plans your organization utilizes would hold up on media day at the Superbowl and how your current approach is either contributing or taxing your bottom line.
As baby boomers age a focus on ability becomes more critical. How would your organization treat Peyton? If you do not like the answer call me next week and I will consult on your organizational redemption by offering a systematic methodology to implement stay-at-work. Enjoy the game.
