Someone told me a long time ago - What's wrong with today?
Need to Fire Someone But I'm Out of the Office Next Week?
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Last: 9 mo ago by Brother Shamus
Had to fire someone last week.agdaddy04 said:
You should do it in person no matter what. On another note, will the employee be surprised?
I did everything but explicitly say "if you don't do meet these minimum standards, you will be fired" - somehow that just doesn't seem to be motivating. If that's what I need to do to get the employee to work, then they need to be fired anyway.
The employee would ignore feedback from the CEO, would not listen to me, did his own thing at work (software), and was still shocked they got fired.
HR was not happy that the employee was "surprised".
Sounds like you did everything you could. Doesn't sound like HR is very clued in, or clueless.
Remote worker?
Wanted to be remote, but wasn't. Because he hadn't built the level of trust we needed.Comeby! said:
Remote worker?
I don't see the benefit of mincing words. People find weird ways of being confused. If my job was on the line, I'd want someone to give it to me straight.deddog said:Had to fire someone last week.agdaddy04 said:
You should do it in person no matter what. On another note, will the employee be surprised?
I did everything but explicitly say "if you don't do meet these minimum standards, you will be fired" - somehow that just doesn't seem to be motivating. If that's what I need to do to get the employee to work, then they need to be fired anyway.
The employee would ignore feedback from the CEO, would not listen to me, did his own thing at work (software), and was still shocked they got fired.
HR was not happy that the employee was "surprised".
Document, document, document. When you are in the "you're not doing your job well" territory, document every conversation. Send them a copy. Show HR your paper trail when it is time. If you do this and they claim they are surprised, HR will know they are full of it.deddog said:Had to fire someone last week.agdaddy04 said:
You should do it in person no matter what. On another note, will the employee be surprised?
I did everything but explicitly say "if you don't do meet these minimum standards, you will be fired" - somehow that just doesn't seem to be motivating. If that's what I need to do to get the employee to work, then they need to be fired anyway.
The employee would ignore feedback from the CEO, would not listen to me, did his own thing at work (software), and was still shocked they got fired.
HR was not happy that the employee was "surprised".
Hire slow, fire fast.
Good advice. I'll only counter with what my wife has seen in her position. She has 100+ employees under the age of 25. They act as if the company shot their dog... and these adults work with children for a living....YouBet said:
Many leaders are scared to have tough conversations with employees. It's hard and uncomfortable and they avoid doing it. It must be done though.
For someone to get a bad performance appraisal, there should be zero surprise about it. If the employee is surprised, then the leader never did any of what you said and that's bull**** and on the leader.
-90 day Performance improvement plan.
-Check in every 30 days.
-fail all three months. Documented with paperwork.
-typically documented open defiance. Lets supervisor know they are looking around at other jobs.
-termination of employee.... employee is shocked and cries profusely. Says they were blindsided.
PDEMDHC said:Good advice. I'll only counter with what my wife has seen in her position. She has 100+ employees under the age of 25. They act as if the company shot their dog... and these adults work with children for a living....YouBet said:
Many leaders are scared to have tough conversations with employees. It's hard and uncomfortable and they avoid doing it. It must be done though.
For someone to get a bad performance appraisal, there should be zero surprise about it. If the employee is surprised, then the leader never did any of what you said and that's bull**** and on the leader.
-90 day Performance improvement plan.
-Check in every 30 days.
-fail all three months. Documented with paperwork.
-typically documented open defiance. Lets supervisor know they are looking around at other jobs.
-termination of employee.... employee is shocked and cries profusely. Says they were blindsided.
It's weird man people find a way.
This is why I like saying if you don't meet these objectives you'll be terminated. It doesn't stop some people from being surprised, though.
I think a lot of young people haven't ever really been held accountable so there's some element of "I didn't think you meant it." It's the generation where their teachers weren't allowed to give zeros for work not being turned in. Not shocking that they're surprised when not doing your job means you can't work here anymore.
We had a contractor who was scheduled to get fired on a Friday, he did absolutely nothing. Started wearing jerseys to work (corporate office w/ business casual dress code), played music so loud everything within 50' could hear it, taking inappropriate calls with buddies on speaker or FaceTime, etc.
He ended up getting fired early because he got caught taking a picture up a girl's skirt.
When his manager was escorting him out he asked why he was fired, why she wasn't wishing him luck, and if she'd be a reference.
Some people are just clueless.
He ended up getting fired early because he got caught taking a picture up a girl's skirt.
When his manager was escorting him out he asked why he was fired, why she wasn't wishing him luck, and if she'd be a reference.
Some people are just clueless.
If you don't want to pay them an extra week then cut them now. It's your money.
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