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“Is that a good idea?” I ask.
“I don’t think so, but it’s Serena’s choice to make, and that’s what she wants.”
I shrug. “OK. That won’t be a problem.”
That night, Glen asks to be alone, and I wonder what really is going on.
I can’t help but be selfish and wonder whether it’s going to affect our relationship. I hope not, because we already have so much to contend with.
Whatever it is will come out in time and I’m dreading what will happen when it does.
Chapter Twelve
Glen
I have been in a bad mood all day. After I blew up at Garrett for something that was totally not his fault in the cafeteria, it became clear to everyone that my fuse is pretty short today. So, they are all cutting me a wide berth.
Of course, they don’t know why I’m so irritable. It’s because today is Emma’s last day working here.
After today she will return to her parent company and our account will probably be handed over to another HR rep or team.
I really don’t like knowing that when I come in to work tomorrow, she won’t be here.
I’ve gotten so used to her being around. I don’t know how she’s done it, but she has managed to weave herself into the fabric ofMed-Fields. It almost feels like she’s been here the entire time. Which is crazy, because when I started this company, she hadn’t even been born.
The other thing that has me on edge is that Emma’s departure from the company will be accompanied by her final suggestion to the board about the changes that need to be made. I don’t know what is going to be in that folder but I am dreading it. I’m also dreading my reaction to it.
Finally, it’s time for the meeting and I head to the boardroom. I get there just as everyone else shows up and we all head in. We take our seats and Emma starts.
“First, I want to say how much of a pleasure it has been working here for the past three months. I have learned a lot, and I am proud of the work we have done together.”
She looks at me and my face is still. Her smile falters a little bit. Her eyes move around the room and her smile picks back up as she looks into everyone else’s smiling faces.
“Anyway, it is my opinion that if you follow my directives, within a year,Med-Fieldswill be back on top of the food chain. We’ve already made some significant progress over the last few months. Mr. Fields has come around on a few things. We’ve terminated members of staff who were practically redundant. He has also agreed to and has begun implementing new managerial strategies.”
“Yes, these are all very welcome changes,” Marianne says. “I’ve already seen the effects they’ve had on the company so far and I can hardly wait to see what else is in store.”
“Yes,” Emma says. “There is still some work to do. However, what I think will be most critical is what I suggested months ago in my initial package. Most department heads here really need to be swapped out. I have noticed that a lot of them are very rigid with the way they approach the job. They are very innovation-averse, and very untrusting of new tech.
“We will need to bring in creative and innovative problem-solvers with new and fresh ideas on how to get things done. We need people who aren’t afraid to take risks. People who understand the landscape in which the company operates today. Basically, what I’m saying is that it’s time for a change.”
Marianne looks over at me. I make it a point not to look directly at her, but I can tell she has pity in her eyes. If even Marianne feels bad for me, you know it’s bad.
She then turns back to Emma and says, “Is it really necessary to terminate the department heads?”
“I’m not suggesting that we terminate all department heads, just a majority of them. I have tried, really, I have tried over the last few months, but they just aren’t willing to adjust. Also, there are only upsides to this move. These people have been in these positions for decades. Junior staff members feel like they’ll get to a point within the company where they will slam into a glass ceiling. They feel like there aren’t many opportunities for advancement within the company because pioneer members of staff are still holding positions of importance. That’s not good for company moral and employee retention.”
“OK, so who do you suggest we let go?” Marianne asks.
Emma flips open the folder on the table in front of her and pulls out a wad of paper. She splits them in half and hands them to the two people on either side of her. “Please take one and pass it along.”
We all wait until the sheets of paper make their way around the table.
When one gets to me I look down and see the names she proposes. When I see Oliver’s name somewhere in the middle of the list, my insides turn into a supernova.
I flex my jaw and quietly place the sheet of paper on the table in front of me.
I get up from where I’m sitting and start to walk out of the room.
