Firing people should [usually] be hard. Regardless of their work performance, a person's job is often their livelihood and when you terminate their employment, you're taking an active role in making their life harder.
That's not to say that you shouldn't fire someone for legitimate reasons. But if you do, you should try to be as fair and generous as possible. Whining about someone saying you "lack empathy" on LinkedIn as though you're some sort of victim definitely shows a lack of empathy.
I've had to fire a handful of people in my career. I felt terrible about all but one of them and tried to make sure they got the best severance possible.
The one I didn't feel bad about stole money from poor people and was completely remorseless. He can (and did) get fucked.
I like the way we handle it at my company. We sit down with them, tell them specifically what the issue is, how much time they have to fix it (usually 4-ish weeks), and what will happen if they don't.
This gives them a chance to start applying elsewhere, or fix the issue. Usually it's the former.
I feel less bad firing people this way, because it's not a surprise to anyone, and they have time to fix the issue, if they want.
That said, for poor behavior, we fire immediately. The above policy is assuming poor performance, not policy violations.
I didn't think I'd find myself walking through my interpretation of a story on LinkedIn, but here we are
She told me the week before that I had no empathy
We know the employee has worked there for at least a week.
I knew from the first day she wasn't right.
She turned up late. No message. No apology. That tiny red flag that I tried to overlook because I wanted to give her a chance.
It's possible Nicky means the first day after being told she has no empathy, but the talk about wanting to give the employee a chance tells me that it's referring to that employee's first day on the job, which we know was over a week ago.
Given a lack of any other details about the employee's various wrongdoings, I'm led to believe that being late was the most egregious thing she did. Ergo, fired for being late over a week ago.
You are free to engage in a discussion if you disagree with my interpretation
The OP is stating that she knew from the employee's first day, they were not right for the job, because the employee was late on their first day without any notice or head's up.
There is nothing in the post to indicate how long the employee has been working there, nor what incident led to the being fired.
There is nothing in the post to indicate how long the employee has been working there
Again, "she told me the week before that I had no empathy." I suppose it's possible that this employee said that before they were hired, but it really seems to indicate to me that she's worked that for at least a week. Maybe as little as 4 days, if she said it Friday and was sacked Monday.
I'm confused what you're confused about. Why are the only options in mind: "the fired employee said this on the first day they arrived a week ago," or "they said it before they were hired"?
Instead of the much more likely: "they said it a week ago and were hired multiple weeks/months/years ago"?
Did she delete her user? I tried to find the post on LinkedIn, and while it shows up in Google searches, the link is broken and I can’t find her profile on LinkedIn.
I can't believe that this person was fired by me! They must have been about to assault me! I imagined it, so it must be based on reality!
This should win an award for hardest try of rewriting the narrative.
Firing people should [usually] be hard. Regardless of their work performance, a person's job is often their livelihood and when you terminate their employment, you're taking an active role in making their life harder.
That's not to say that you shouldn't fire someone for legitimate reasons. But if you do, you should try to be as fair and generous as possible. Whining about someone saying you "lack empathy" on LinkedIn as though you're some sort of victim definitely shows a lack of empathy.
I've had to fire a handful of people in my career. I felt terrible about all but one of them and tried to make sure they got the best severance possible.
The one I didn't feel bad about stole money from poor people and was completely remorseless. He can (and did) get fucked.
I like the way we handle it at my company. We sit down with them, tell them specifically what the issue is, how much time they have to fix it (usually 4-ish weeks), and what will happen if they don't.
This gives them a chance to start applying elsewhere, or fix the issue. Usually it's the former.
I feel less bad firing people this way, because it's not a surprise to anyone, and they have time to fix the issue, if they want.
That said, for poor behavior, we fire immediately. The above policy is assuming poor performance, not policy violations.
I was so upset that even the cocaine and champagne didn't help.
Ah lady, you just have to pay these two guys to do it for you
Oh hi, Bob!
Bob!
They aren't going to fire someone, they are just going to fix the error that had you still getting a paycheck.
And they do it on a Friday.
I truly feel for the little people! I love them the way I love any of my pets!
Imagine showing up late once, and getting fired for it over a week later
I didn't think I would find myself defending a story on LinkedIn, but that's not at all what is in the story.
I didn't think I'd find myself walking through my interpretation of a story on LinkedIn, but here we are
We know the employee has worked there for at least a week.
It's possible Nicky means the first day after being told she has no empathy, but the talk about wanting to give the employee a chance tells me that it's referring to that employee's first day on the job, which we know was over a week ago.
Given a lack of any other details about the employee's various wrongdoings, I'm led to believe that being late was the most egregious thing she did. Ergo, fired for being late over a week ago.
You are free to engage in a discussion if you disagree with my interpretation
The OP is stating that she knew from the employee's first day, they were not right for the job, because the employee was late on their first day without any notice or head's up.
There is nothing in the post to indicate how long the employee has been working there, nor what incident led to the being fired.
Again, "she told me the week before that I had no empathy." I suppose it's possible that this employee said that before they were hired, but it really seems to indicate to me that she's worked that for at least a week. Maybe as little as 4 days, if she said it Friday and was sacked Monday.
I'm confused what you're confused about. Why are the only options in mind: "the fired employee said this on the first day they arrived a week ago," or "they said it before they were hired"?
Instead of the much more likely: "they said it a week ago and were hired multiple weeks/months/years ago"?
Those aren't the only options I'm considering??? I said "over a week later" and "at least a week" in my comments, which covers weeks/months/years
CEO's words are worthless.
I didn't notice she was a CEO until you pointed it out. I wonder how someone managed to get to CEO without having fired anyone before...
This is obviously some new definition of the word 'unspoken' that I have previously been unaware of.
She's obviously such a sociopath that she generally only sees the positives of firing people
Cannon by name, cannon by nature.
It’s amazing the mental gymnastics ppl do to try to drum up sympathy
Did she delete her user? I tried to find the post on LinkedIn, and while it shows up in Google searches, the link is broken and I can’t find her profile on LinkedIn.
I guess she couldn’t take the comments…
Feel like they had a song running through their head when this was written with the verse - chorus - verse paragraphs
Downvoted for alternating case in the title. That shit needs to go away.
eh, it's mostly cringe when the take isn't stupid, so here I find it fine
But I get the hate