Managing Someone Out/internal Opportunties

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote: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.

No. First one is not legal.

What is not legal about it? Right to work states can let you go for any reason or no reason.

Go do that and then hire a replacement and find out.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote: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.

No. First one is not legal.

What is not legal about it? Right to work states can let you go for any reason or no reason.

Go do that and then hire a replacement and find out.

Wow, very informative.

Know how I know it you’re not an employment lawyer?

[Anonymous]

So no replacement was hired or retitled/hired after you were “laid off?”

[Anonymous]

Anonymous wrote: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.

This is actually a managers role. But how many managers do their job?

[Anonymous]

Anonymous wrote:

Anonymous wrote: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.

This is actually a managers role. But how many managers do their job?

Hi- fed here. We can't do this. If I hire someone for a job and they're a bad fit, I cannot move them elsewhere. They're stuck in my job series and they need to find their own job that they will be successful at. Instead I have to coach and coach and coach a person to help them like their role and get better at it, but we both know they'll never succeed at it. I wish we were nimble and could move people around.