Managing Someone Out/internal Opportunties
![[Post New]](/jforum/templates/default/images/icon_minipost_new.gif){kind=icon}
Anonymous
| Is there a corporate technique where you manage an employee out by asking them to apply for internal opportunities and then reject them (multiple times) in hopes that they will quit? |
Anonymous
| OMG - that sounds so evil... |
Anonymous
|
Why is it not an option to sit this person down and say: my team's priorities have changed and there is no role for you
or you suck at your job please find another job elsewhere in 4-6 weeks. I am sincerely curious, my previous manager did this to me and pretend that they value my work the whole time while setting me up. |
Anonymous
| This is awful. Why do people do this stuff? It would honestly be nicer just to fire the employee and let him move on with his life than to drag him through all of this, not to mention the extra work involved for others. |
Anonymous
| Does this person even know they aren't performing? Have you communicated anything during their review? |
Anonymous
| What a coward. |
Anonymous
| Just be honest and let the employee go. |
Anonymous
NP here. Letting someone go, especially if they have become dormant and petulant after several years, is not that easy, unfortunately. Businesses are worried about law suits. OP, in the past, at law firms, I have seen long term employees who actually performed well, but did not work well with others ("bad fit") say that there are cutbacks in that particular position. ie: layoffs. Good luck, because this is a tough situation, where everyone else suffers, until a worker who is a good fit comes in - which usually is not difficult. If an office has had a bad worker for some time - almost anyone else will do - provided they have a decent background/work ethic and are not just looking to pad their resume. If someone actually wants to be there - you will know (ie: avoid the applicants who are looking to WFH in non- WFH positions, for example). You want someone who fits with the goal of the office. Sorry you are going through this. I have heard that bad employees are basically stealing from the company - and that is just what it is. |
Anonymous
| OP here. I’m not suggesting this as a best practice or recommendation. I’ve just noticed it at my firm lately and can’t tell if this is a proactive attempt to manage someone out of the form entirely or just a mismanaged attempt at exploring internal opportunities for career progression. Either way I think it reflects badly on management who should address poor performance when it happens AnD have plans for career advancement. |
Anonymous
You usually manage someone out when they meet performance goals but aren't a good fit in the office or a troublemaker. Example is a Gen Z new hire that tries to turn the company into an activist organization - best to manage them out rather than outright fire or even tell them there's a problem |
Anonymous
No. First one is not legal. |
Anonymous
Agree. If the boss is evil enough they will turn around, lie and say, “oh I thought you were looking for a new job and not interested in being here. So I replaced you, bye!” |
Anonymous
|
No. That’s just wrong. It’s passive aggressive and cowardly.
If someone is not working out, I try to figure out why. Do they like the role? Do they want to get better? Is it just a bad fit? If they want to be successful, I try to help them be successful. If they don’t like the role or it’s not a good fit, I try to help help find something where they can be successful. |
Anonymous
Correct |
Anonymous
What is not legal about it? Right to work states can let you go for any reason or no reason. |