Has this happened to you?
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If a department is dragging and gets better once someone is replaced, then you had an employee issue. If a department is dragging and you keep replacing employees, youโve got a management/company issue.
Its a state facility. They donโt have turnover - they have churn. 200-300% churn annually. Good benefits though.
I rationed that in order for me to come back Iโd need $70/hr to do that job again (100k annual after tax) and obviously they wont approve that lol
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Happened to my partner, she worked from home 4 out of 5 days a week.
The company also had a lawyer there. All her accounts were locked by the end of the call, so she couldnโt exchange contacts with colleagues she liked. They sent a box and shipping label for her notebook, but never mentioned the two 27" Dell monitors and the height adjustable table.
Sucked at the time, but the gear they left us is pretty nice.
ยฏ\_(ใ)_/ยฏ
Among other things, I was in charge of on and offboarding and buying IT gear. HR basically told me if the employee wonโt return the laptop we just have to suck it up. I may be misremembering, but legally speaking, we gave them the gear, no matter what paperwork they signed. And in no case would it pay to so much as begin legal action.
And no, we donโt want the monitors. Just not worse the hassle and shipping.
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Nope, just got an email in my personal inbox and immediately cut off from everything
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Happened to my partner, she worked from home 4 out of 5 days a week.
The company also had a lawyer there. All her accounts were locked by the end of the call, so she couldnโt exchange contacts with colleagues she liked. They sent a box and shipping label for her notebook, but never mentioned the two 27" Dell monitors and the height adjustable table.
Sucked at the time, but the gear they left us is pretty nice.
ยฏ\_(ใ)_/ยฏ
Lol got caught with her hand in the cookie jar?
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Nope, just got an email in my personal inbox and immediately cut off from everything
Just horrible. When I had to deal with people that I had to lay off or fire because they werenโt working out I would calmly sit down with them and say, โwe need to work together on an exit plan for youโ. I would then try to use my contacts to get them hooked up some place else and always give them a good recommendation.
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Mine was just a zoom invite texted to me with just my boss, but I figured the jig was up when I couldnโt log into my work laptop.
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Among other things, I was in charge of on and offboarding and buying IT gear. HR basically told me if the employee wonโt return the laptop we just have to suck it up. I may be misremembering, but legally speaking, we gave them the gear, no matter what paperwork they signed. And in no case would it pay to so much as begin legal action.
And no, we donโt want the monitors. Just not worse the hassle and shipping.
Most competent companies lock down laptops so that even if they didnโt return them, it would be a useless brick
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Yep. The invite was sent at nighttime the previous day so I didnโt even show up for it. Manager had to ping me on slack to get me into the meeting to get laid off while I was still in bed slowly waking up that morning.
And I was so completely done with that company that I just broke out in laughter as soon as the call ended. Couldnโt have worked out better for me.
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It needs to be illegal to fire people who arenโt doing a bad job in the US like they do in civilized countries
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Just horrible. When I had to deal with people that I had to lay off or fire because they werenโt working out I would calmly sit down with them and say, โwe need to work together on an exit plan for youโ. I would then try to use my contacts to get them hooked up some place else and always give them a good recommendation.
Thatโs because you suffer the deadly condition of caring about the well being of others.
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Most competent companies lock down laptops so that even if they didnโt return them, it would be a useless brick
None of the companies I have worked with do that. What we do instead is we disable their login, and we also make sure that the PC is encrypted, so that if they do not return it, they will, of course, have to pay us for it, and then they can wipe it and reinstall and do whatever they want to do with the physical hardware.
Most people just return the hardware. Actually, now that I think about it, I think only once did we have an issue with getting the hardware back and we had still ended up with the hardware back after like a nine month delay.
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It needs to be illegal to fire people who arenโt doing a bad job in the US like they do in civilized countries
Montana is cool at least, in this regard. Only state that does not have At Will employment.
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It needs to be illegal to fire people who arenโt doing a bad job in the US like they do in civilized countries
That doesnโt sound very shareholder-minded of you. /s
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That doesnโt sound very shareholder-minded of you. /s
โnot a team playerโ
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None of the companies I have worked with do that. What we do instead is we disable their login, and we also make sure that the PC is encrypted, so that if they do not return it, they will, of course, have to pay us for it, and then they can wipe it and reinstall and do whatever they want to do with the physical hardware.
Most people just return the hardware. Actually, now that I think about it, I think only once did we have an issue with getting the hardware back and we had still ended up with the hardware back after like a nine month delay.
Ours wouldnโt brick the laptops, but we do have software on them that letโs us remote wipe them. They will do that if they dont get the device back in a timely manner.
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Ours wouldnโt brick the laptops, but we do have software on them that letโs us remote wipe them. They will do that if they dont get the device back in a timely manner.
Just in case it comes up later, since I assist in purchasing for the company I work for, what software is it?
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It needs to be illegal to fire people who arenโt doing a bad job in the US like they do in civilized countries
My friend, who works as a license renewal and hiring manager at a large tech security firm, once shared something interesting with me. He said that when hiring under his companyโs DEI standards, he sometimes had to bring on someone who wasnโt the strongest candidate for the role. The goal was to meet diversity requirements, but the tradeoff was that it occasionally meant hiring someone less qualified.
According to him, if a hire brought in under those standards didnโt perform well, it could be harder for the company to let that person go. The emphasis on maintaining diversity created extra pressure to hold on, even when performance wasnโt where it needed to be. That situation, understandably, can affect the rest of the team.
Personally, I donโt have anything against DEI. In fact, I think it helps reduce nepotism, which is a positive. But I also donโt think DEI always works out the way people imagine it will. Like many policies, it has both benefits and downsides.
The reason I bring this up is because I think itโs a slippery slope when governments start drawing hard lines about who can and cannot be fired. At the end of the day, what tends to matter most is whether someone makes the company money.
Take my friend as an example again: heโs only required to bring in $250,000 each quarter, but he actually brings in around $4 million. Because of that, he has survived multiple layoffs and has even been moved to different departments, simply because his performance makes him too valuable to lose.
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Just in case it comes up later, since I assist in purchasing for the company I work for, what software is it?
Thereโs all kinds of options like Microsoft Intune to corporate antivirus + data protection solutions
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My friend, who works as a license renewal and hiring manager at a large tech security firm, once shared something interesting with me. He said that when hiring under his companyโs DEI standards, he sometimes had to bring on someone who wasnโt the strongest candidate for the role. The goal was to meet diversity requirements, but the tradeoff was that it occasionally meant hiring someone less qualified.
According to him, if a hire brought in under those standards didnโt perform well, it could be harder for the company to let that person go. The emphasis on maintaining diversity created extra pressure to hold on, even when performance wasnโt where it needed to be. That situation, understandably, can affect the rest of the team.
Personally, I donโt have anything against DEI. In fact, I think it helps reduce nepotism, which is a positive. But I also donโt think DEI always works out the way people imagine it will. Like many policies, it has both benefits and downsides.
The reason I bring this up is because I think itโs a slippery slope when governments start drawing hard lines about who can and cannot be fired. At the end of the day, what tends to matter most is whether someone makes the company money.
Take my friend as an example again: heโs only required to bring in $250,000 each quarter, but he actually brings in around $4 million. Because of that, he has survived multiple layoffs and has even been moved to different departments, simply because his performance makes him too valuable to lose.
Probation period is commonly 6 months during which time itโs basically at will employment. This is the time to figure out your hire and deal with it.
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Lol got caught with her hand in the cookie jar?
Do you mean she got caught stealing? No. Just stupid startup bosses having to fire half their staff because they had to fly Europe to New York like every two weeks and buy new macbooks when they left theirs at the airport, among other things.
