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[quote=Anonymous][quote=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.[/quote] 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 [/quote]
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