Anonymous wrote:All your employees are going to witness this and your best ones will be looking to get out asap.
Anonymous wrote:Anonymous wrote:Anonymous wrote:Also be prepared for that person to most likely leave the company too. Because no matter what, they’ll think you lost confidence in their abilities and see the writing on the wall.
+1
And don't expect them to be too engaged in training their replacement. I would be doing the bare min.
I am not a passive-aggressive person. However, if my manager asked me to train my replacement, I would train them in the most passive-aggressive way I could find. It's offensive to tell the employee essentially they aren't good enough for the job, but are good enough to train the person who is taking their job. Super tone deaf, and I would sabotage the hell out of the company and replacement.
Anonymous wrote:Anonymous wrote:Also be prepared for that person to most likely leave the company too. Because no matter what, they’ll think you lost confidence in their abilities and see the writing on the wall.
+1
And don't expect them to be too engaged in training their replacement. I would be doing the bare min.
Anonymous wrote:Also be prepared for that person to most likely leave the company too. Because no matter what, they’ll think you lost confidence in their abilities and see the writing on the wall.
Anonymous wrote:That’s bullshit, if she can’t do the job then manage her out. But don’t play god and assume you know what’s best for her.
Anonymous wrote:I would be up front, but lead with the new opportunity for them, not the fact that they are being replaced. "Larla, I really appreciate your contributions to this project. We have a need for someone to really focus on this particular area, and I think it will be great match for your skills - and hopefully your interest! We are going to start a transition so that you can run that aspect of the operation. Jane will be coming in to backfill your current tasks, I'd like for you to work with her over the next couple of weeks to get her up to speed. We'll make your new role effective on the 15th. Let me know what support you need during the transition."
How she takes it will depend on her personality, and on how much the change looks like a demotion. If it's going from a leadership role to an individual contributor role, be prepared to emphasize that salary etc are not changing. Also be prepared to discuss what she should focus on if she has ambitions to get back into another leadership role (i.e. why she's being moved out).