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[quote=Anonymous][quote=Anonymous][quote=Anonymous]2 comments - 1. I’m one of those people that believe every firing has something to do with and is partly owned by manager/management. 2. They are being let go into the worst job market we’ve had in, what, decades.

Recommend after the holidays and mid-January ‘if’ you’ve given serious critique in verbal and written warning. If they don’t have in writing that they will lose job if they don’t make changes (in email or on paper), don’t think they’ve been given opportunity. Agree with other poster that I sense they haven’t received continuous feedback. (I think many firings are unfair anyway, due to miscommunications or internal politics.)

I don’t believe they’re as bad as you think they are.

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+1.

How did this person seem competent in your selection process but is completely useless now?

If this job is so specialized, you should have asked robust screening questions in your interviews. If they managed to slide by these questions while being completely incapable, your team was clueless about what they needed when they hired him, and you are now rewriting history to suit your needs.

Nothing wrong with firing someone who is not working out, but it's easier to be less caring if you don't take accountability of your own failures to hire and train properly.
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I dont have time for that crap. We hire, and to be honest our severance sucks it is at 2 weeks per year. This person was fired last job so unemployed at time so not a big deal.

My last job we had 30-40 percent turnover on new hires we just hire and fire to ramp up. More efficient. Not really my job to train someone who is doing exact same job they were doing at prior three companies.

Seen this a lot people churn through jobs at quick to hire desperate places but quickly get let got 3-5 times in a row over a short period of time. Then even shitty companies wont hire. I do a job where every job is different and we dont repeat jobs for 1-3 years. So it is something you have to pick up one your own as I dont know it or other people dont know it.

So it is more art than skill. So you churn people. Around 8-15 months if not getting it off they go. My old company we fired or they quit 80 percent of new hires in first 24 months. They kept the 20 percent rock stars. this went on for 2-4 years till they had mainly rock stars > my new place is not a start up but seems we have the 10-30 year people and the 6-12 month people. We churn the 6-12 month people.

But I did the right thing. Jan 2nd.  Person walks out a bag of cash since I let them get paid during holidays for doing nothing, then got paid med all of Jan and we top up some vacation days in Jan and two weeks severance. With UI can hold them over at least 2-3 months till they land on their feet    [/quote]

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