Firing long-time employee

[Anonymous]

Anonymous wrote:

Anonymous wrote:This doesn’t pass the smell test. Why would the company keep on an employee with TEN years of poor performance reviews?

could an EEO complaint be involved?

Ten years of poor performance and the worst that happened was getting a private executive coach. I would call that a bingo.

[Anonymous]

Anonymous wrote:

Anonymous wrote:If he’s been politely asked to change and face NO consequences for 10 years, why would he change. I don’t think you are awful for firing him, but I think you need to warn him.

Tell him he had 6 months for show improvement and be clear how you will measure it.

+1 You should probably let him know where he stands and that if there's no improvement within X amount of time he'll be fired. Give him a few more months and tell him exactly how you will be measuring the performance. He may quit.

+1. If you're lucky he'll start job hunting. You were likely hired to fire him.

[Anonymous]

The pp who mentioned the long runway is correct l. I’d also make sure that you tell him that he can own the messaging to save face with his colleagues. And then a nice severance package!

[Anonymous]

At one job I had early in career we had a 67 year employee. Longest in History of company.

She was there 14-81. Her new boss fired her and security took her out

Cobra Kai - No Mercy

[Anonymous]

Anonymous wrote:I don’t know why so many on DCUM side with coddling slackers. While people may feel sorry for this guy, where’s the sympathy for his co-workers who had to deal with him for a decade? And, what about the worker’s ethics of taking full pay and not doing his job for ten years? Frankly, I have no sympathy for such a person. He’s been playing his co-workers and company for 10 years, and now he’s finally going to bear some consequence. Good riddance!

I am in HR and I’m not siding with him, I’m realizing the reality of a potential lawsuit and just being a good human.

[Anonymous]

My brother fired over 50,000 people over course of career.

How is that even possible? Over a forty-year career, with 250 work days per year, that is five per day. Did he do anything else?

[Anonymous]

I don’t know why so many on DCUM side with coddling slackers. While people may feel sorry for this guy, where’s the sympathy for his co-workers who had to deal with him for a decade? And, what about the worker’s ethics of taking full pay and not doing his job for ten years? Frankly, I have no sympathy for such a person. He’s been playing his co-workers and company for 10 years, and now he’s finally going to bear some consequence. Good riddance!

This. I can't speak to the legal issues, but, from an ethical point of view, OP needs to give UOG (useless old guy) a very specific list of requirements that need to be met by a specific date in order to keep his job. If he does that, great, he keeps his job and then is held to the standards of his co-workers for productivity. If not, OP should have no remorse over firing UOG, since it is clear that he is unable and/or unwilling to fulfill the requirements of the job.

I also agree with the possibility of finding him another job somewhere else in the organization that is better suited for him, but that depends upon his skills (if any) and the organization.

[Anonymous]

Anonymous wrote:

My brother fired over 50,000 people over course of career.

How is that even possible? Over a forty-year career, with 250 work days per year, that is five per day. Did he do anything else?

PP'S brother is probably Elon Musk firing a ton of of Twittet (X) employees.

[Anonymous]

I’ve seen this situation many times. A manager doesn’t want to deal with a problem, especially when they know they are retiring or leaving soon so they kick the can down the road and leave the problem for the new manager. It’s a bad situation for the new manager, but the best you can do is clearly let the employee know that if you don’t do xyz by this date, I will have no choice but to terminate your employment. Hopefully, he’ll take the hint and find a new job but I wouldn’t count on it. Any motivated person would have taken the hint at the first bad performance review.

[Anonymous]

I hope he doesn’t slash your tires or stalk you

[Anonymous]

Anonymous wrote:

Anonymous wrote:Yes, I have had discussions from day 1 about how things needed to change. His performance reviews going back 10 years said the same things needed to change. The company paid for an executive coach for him to try to fix the same issues to no avail. I have no question that it’s the right decision. I just feel bad about it.

I guess I’m wondering why no one cut him loose before if that’s the case.

Ding ding ding! OP just make sure you aren’t being set up

[Anonymous]

Anonymous wrote:

My brother fired over 50,000 people over course of career.

How is that even possible? Over a forty-year career, with 250 work days per year, that is five per day. Did he do anything else?

He fired almost 50,000 in one shot. He got assigned shutting down huge division.

He also fired on his own maybe a a few hundred direct reports.

He was the hatchet man for awhile. I recall one job he fired one guy his first day at the first staff meeting in front of everyone, wanted to send a message.

He also soft fire people. He worked 7-8 every day a bit of workaholic with 13 hours days and staff had to keep up.

He also paid double. He had a women at 25 making 250k a year quit in him as the 65 hour minimum work weeks was making it hard to hook up.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Yes, I have had discussions from day 1 about how things needed to change. His performance reviews going back 10 years said the same things needed to change. The company paid for an executive coach for him to try to fix the same issues to no avail. I have no question that it’s the right decision. I just feel bad about it.

I guess I’m wondering why no one cut him loose before if that’s the case.

Ding ding ding! OP just make sure you aren’t being set up

She is. There’s a reason this happened. Just task him to something he can do until you figure that out.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Yes, I have had discussions from day 1 about how things needed to change. His performance reviews going back 10 years said the same things needed to change. The company paid for an executive coach for him to try to fix the same issues to no avail. I have no question that it’s the right decision. I just feel bad about it.

I guess I’m wondering why no one cut him loose before if that’s the case.

Ding ding ding! OP just make sure you aren’t being set up

I've been in a similar situation, and it was a setup. Don't waste your time or career on this, OP.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This doesn’t pass the smell test. Why would the company keep on an employee with TEN years of poor performance reviews?

could an EEO complaint be involved?

Ten years of poor performance and the worst that happened was getting a private executive coach. I would call that a bingo.

I would think this is it. I had a similar situation. New leadership wanted me to be more strict and give lower reviews than anyone else had. Person had history of multiple complaints. I figured out how to thread the needle and found myself a new position. Not my problem to fix, and I felt like exec leadership would have left me holding the bag.