Firing long-time employee

[Anonymous]

Anonymous wrote:

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.

I’m assuming you don’t work. When you close a division, you are directing someone else to fire those 50k employees. He’s not doing the actual firing.

The misogyny in your last paragraph was <chefs kiss>.

OP. This is the type of executive that has set you up to fire this employee. You need to judge if it’s wise to follow them.

[Anonymous]

Don’t fire him! Let him sleep in the corner like Mr. A.
Don’t be an assssshole.
Fcuk the system.
It’s all bullshit!

[Anonymous]

Anonymous wrote:

Anonymous wrote:

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.

I’m assuming you don’t work. When you close a division, you are directing someone else to fire those 50k employees. He’s not doing the actual firing.

The misogyny in your last paragraph was <chefs kiss>.

OP. This is the type of executive that has set you up to fire this employee. You need to judge if it’s wise to follow them.

That's the multiple job troll with his fantastical stories.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

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.

IF the employee has good evaluations from prior years and they are older than the rest of the team, a sudden change in evaluations followed by termination looks a lot like age discrimination

OP said the same issues have showed up for 10 years on his reviews, so this is not the case.

In that case, the issues have been documented for 10 years and acceptable and now they are being fired?

Yes, this is strange. If I were OP i'd be wary of this. I was put in a position to "clean up" an org that had problems like that, and once that was done and it was how they wanted it, I was let go--largely because of the backlash of having to fix things. Nice.

+1

OP was hired to be the clean up crew and take the blame internally