Anonymous wrote:If Brittany had any self confidence in her so-called Sales skills and abilities and network, she would not be this unraveled about her firing.

If her skills were that good, or even half as good, then she’d already have something else lined up or at least not panic, and simply put the word out to her network that she’s available. The last thing she’d do is put herself on blast on public media.

Instead this comes across as a Hail Mary move from a low performer with no better options. She needs to re-skill herself into a career that’s a better fit and that her thin-skinned personality is better able to handle.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Here's the CEO's response:

https://twitter.com/eastdakota/status/1745697840180191501

Perfect response, very well stated. Kudos to their PR team!

Yes and I will add Kudos to the HR duo who were on the call as well.
As Cloudfare CEO acknowledged, the process maybe wasn’t the best way to do this, but I thought the two people assigned to handle the call and give her the news remained professional and expressed an appropriate amount of empathy without losing their cool. They didn’t have answers, and acknowledged her feelings about what was happening. I’d give them an A+ for executing the crappy task they were given without escalating.

I'm no brittany fan but I'm pretty sure those HR clowns got fired

Why?
For what?

I mean I get that cloudfare doesn’t have to give them a reason (haha! The irony!)—but I don’t get why you would assume they would be fired. Unlike Brittany, they actually succeeded in executing the task for which they were hired.

I am still curious why two HR people did the firing. Mine was one HR person and my manager. Why two HR people?

A pretty clear indication this was a RIF, not a performance-based termination.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Here's the CEO's response:

https://twitter.com/eastdakota/status/1745697840180191501

Perfect response, very well stated. Kudos to their PR team!

Yes and I will add Kudos to the HR duo who were on the call as well.
As Cloudfare CEO acknowledged, the process maybe wasn’t the best way to do this, but I thought the two people assigned to handle the call and give her the news remained professional and expressed an appropriate amount of empathy without losing their cool. They didn’t have answers, and acknowledged her feelings about what was happening. I’d give them an A+ for executing the crappy task they were given without escalating.

I'm no brittany fan but I'm pretty sure those HR clowns got fired

Why?
For what?

I mean I get that cloudfare doesn’t have to give them a reason (haha! The irony!)—but I don’t get why you would assume they would be fired. Unlike Brittany, they actually succeeded in executing the task for which they were hired.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Here's the CEO's response:

https://twitter.com/eastdakota/status/1745697840180191501

Perfect response, very well stated. Kudos to their PR team!

Yes and I will add Kudos to the HR duo who were on the call as well.
As Cloudfare CEO acknowledged, the process maybe wasn’t the best way to do this, but I thought the two people assigned to handle the call and give her the news remained professional and expressed an appropriate amount of empathy without losing their cool. They didn’t have answers, and acknowledged her feelings about what was happening. I’d give them an A+ for executing the crappy task they were given without escalating.

I'm no brittany fan but I'm pretty sure those HR clowns got fired

Why?
For what?

I mean I get that cloudfare doesn’t have to give them a reason (haha! The irony!)—but I don’t get why you would assume they would be fired. Unlike Brittany, they actually succeeded in executing the task for which they were hired.

I am still curious why two HR people did the firing. Mine was one HR person and my manager. Why two HR people?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Here's the CEO's response:

https://twitter.com/eastdakota/status/1745697840180191501

Perfect response, very well stated. Kudos to their PR team!

Yes and I will add Kudos to the HR duo who were on the call as well.
As Cloudfare CEO acknowledged, the process maybe wasn’t the best way to do this, but I thought the two people assigned to handle the call and give her the news remained professional and expressed an appropriate amount of empathy without losing their cool. They didn’t have answers, and acknowledged her feelings about what was happening. I’d give them an A+ for executing the crappy task they were given without escalating.

I'm no brittany fan but I'm pretty sure those HR clowns got fired

Why?
For what?

I mean I get that cloudfare doesn’t have to give them a reason (haha! The irony!)—but I don’t get why you would assume they would be fired. Unlike Brittany, they actually succeeded in executing the task for which they were hired.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Here's the CEO's response:

https://twitter.com/eastdakota/status/1745697840180191501

Perfect response, very well stated. Kudos to their PR team!

Yes and I will add Kudos to the HR duo who were on the call as well.
As Cloudfare CEO acknowledged, the process maybe wasn’t the best way to do this, but I thought the two people assigned to handle the call and give her the news remained professional and expressed an appropriate amount of empathy without losing their cool. They didn’t have answers, and acknowledged her feelings about what was happening. I’d give them an A+ for executing the crappy task they were given without escalating.

I'm no brittany fan but I'm pretty sure those HR clowns got fired

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Here's the CEO's response:

https://twitter.com/eastdakota/status/1745697840180191501

Perfect response, very well stated. Kudos to their PR team!

Yes and I will add Kudos to the HR duo who were on the call as well.
As Cloudfare CEO acknowledged, the process maybe wasn’t the best way to do this, but I thought the two people assigned to handle the call and give her the news remained professional and expressed an appropriate amount of empathy without losing their cool. They didn’t have answers, and acknowledged her feelings about what was happening. I’d give them an A+ for executing the crappy task they were given without escalating.

+1. I watched this waiting to see the company eff up royally and… they just didn’t. Brittney comes off looking silly. Also she shouldn’t have said “bullsh*t” - it made her look juvenile. The HR people were top notch here. I’d hire them, not her, for sure.

Those people did fine given what they had to work with but Brittany was right that it’s very bad practice to give her no adverse feedback and not have her manager on the call and not be able to articulate anything about her performance. It’s within the company’s rights but it’s also crappy.

If it's at will, don't give any feedback on performance because that could open the company to liability. Just, "I'm sorry but I have some bad news, we have to let you go. byeeeeee!"

Yes and no.

Sounds like they have a clear metric and documentation to justify cutting her loose. By her own admission, she hadn’t closed any deals/made any sales.

Yes of course you save the metrics and documentation to CYA. You don't mention it on an at-will separation call.

You do when you want to make clear you have a reason. It prevents many people from bringing a lawsuit.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Here's the CEO's response:

https://twitter.com/eastdakota/status/1745697840180191501

Perfect response, very well stated. Kudos to their PR team!

Yes and I will add Kudos to the HR duo who were on the call as well.
As Cloudfare CEO acknowledged, the process maybe wasn’t the best way to do this, but I thought the two people assigned to handle the call and give her the news remained professional and expressed an appropriate amount of empathy without losing their cool. They didn’t have answers, and acknowledged her feelings about what was happening. I’d give them an A+ for executing the crappy task they were given without escalating.

+1. I watched this waiting to see the company eff up royally and… they just didn’t. Brittney comes off looking silly. Also she shouldn’t have said “bullsh*t” - it made her look juvenile. The HR people were top notch here. I’d hire them, not her, for sure.

Those people did fine given what they had to work with but Brittany was right that it’s very bad practice to give her no adverse feedback and not have her manager on the call and not be able to articulate anything about her performance. It’s within the company’s rights but it’s also crappy.

If it's at will, don't give any feedback on performance because that could open the company to liability. Just, "I'm sorry but I have some bad news, we have to let you go. byeeeeee!"

Yes and no.

Sounds like they have a clear metric and documentation to justify cutting her loose. By her own admission, she hadn’t closed any deals/made any sales.

Yes of course you save the metrics and documentation to CYA. You don't mention it on an at-will separation call.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:So a couple of things.

One, I'm not sure why this needs to be generational warfare episode 6,323,534,231. This could be time for nuanced discussion about what companies owe us during firing/lay-offs but instead it's turned into "Hurdur zoomers suck Gen X great" when based on her LinkedIn, I don't even believe her to be a Zoomer. She looks like she's the last year of millennials.

Two, I totally get where she's coming from. Having been fired for "poor performance" six months in, after not a word of anything but "you're doing great," the entire time, yeah, I was pissed. Even when I filed for UI and the company said it was poor performance, I made a point to say "I was surprised they indicated poor performance, as this was not mentioned during my six month review a few weeks prior to being fired." I didn't fight back when being fired though because I could tell it was not a good fit and was already looking/interviewing elsewhere though. (And no, I did not think it was a bad fit because I was not able to meet expectations, I thought it was a bad fit because they were disorganized and told me they could no longer afford to reimburse me for meals on work-related trips.)

Three, I wouldn't have recorded this because at the end of the day, the decision was made and the paperwork was already signed but whoever said above that they hope she gets busted for federal wiretapping charges...you're dumber than the two HR drones handling this call. Calm down, Gladys.

Whatever generation, this sneaky recording and public posting is just shady. There is nothing illegal or immoral here, so I could give a pass on recording in case she caught a “me too” type violation, but these were two people doing their job, they didn’t make these decisions I’m sure. So the posting was in bad form.

eh, she didn't display their names or faces. No one has any idea who they are except as representatives of Cloud Flare so I don't see the problem

Anonymous wrote:

Anonymous wrote:So a couple of things.

One, I'm not sure why this needs to be generational warfare episode 6,323,534,231. This could be time for nuanced discussion about what companies owe us during firing/lay-offs but instead it's turned into "Hurdur zoomers suck Gen X great" when based on her LinkedIn, I don't even believe her to be a Zoomer. She looks like she's the last year of millennials.

Two, I totally get where she's coming from. Having been fired for "poor performance" six months in, after not a word of anything but "you're doing great," the entire time, yeah, I was pissed. Even when I filed for UI and the company said it was poor performance, I made a point to say "I was surprised they indicated poor performance, as this was not mentioned during my six month review a few weeks prior to being fired." I didn't fight back when being fired though because I could tell it was not a good fit and was already looking/interviewing elsewhere though. (And no, I did not think it was a bad fit because I was not able to meet expectations, I thought it was a bad fit because they were disorganized and told me they could no longer afford to reimburse me for meals on work-related trips.)

Three, I wouldn't have recorded this because at the end of the day, the decision was made and the paperwork was already signed but whoever said above that they hope she gets busted for federal wiretapping charges...you're dumber than the two HR drones handling this call. Calm down, Gladys.

Whatever generation, this sneaky recording and public posting is just shady. There is nothing illegal or immoral here, so I could give a pass on recording in case she caught a “me too” type violation, but these were two people doing their job, they didn’t make these decisions I’m sure. So the posting was in bad form.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Here's the CEO's response:

https://twitter.com/eastdakota/status/1745697840180191501

Perfect response, very well stated. Kudos to their PR team!

Yes and I will add Kudos to the HR duo who were on the call as well.
As Cloudfare CEO acknowledged, the process maybe wasn’t the best way to do this, but I thought the two people assigned to handle the call and give her the news remained professional and expressed an appropriate amount of empathy without losing their cool. They didn’t have answers, and acknowledged her feelings about what was happening. I’d give them an A+ for executing the crappy task they were given without escalating.

+1. I watched this waiting to see the company eff up royally and… they just didn’t. Brittney comes off looking silly. Also she shouldn’t have said “bullsh*t” - it made her look juvenile. The HR people were top notch here. I’d hire them, not her, for sure.

Those people did fine given what they had to work with but Brittany was right that it’s very bad practice to give her no adverse feedback and not have her manager on the call and not be able to articulate anything about her performance. It’s within the company’s rights but it’s also crappy.

If it's at will, don't give any feedback on performance because that could open the company to liability. Just, "I'm sorry but I have some bad news, we have to let you go. byeeeeee!"

Yes and no.

Sounds like they have a clear metric and documentation to justify cutting her loose. By her own admission, she hadn’t closed any deals/made any sales.

Anonymous wrote:

Anonymous wrote:So a couple of things.

One, I'm not sure why this needs to be generational warfare episode 6,323,534,231. This could be time for nuanced discussion about what companies owe us during firing/lay-offs but instead it's turned into "Hurdur zoomers suck Gen X great" when based on her LinkedIn, I don't even believe her to be a Zoomer. She looks like she's the last year of millennials.

Two, I totally get where she's coming from. Having been fired for "poor performance" six months in, after not a word of anything but "you're doing great," the entire time, yeah, I was pissed. Even when I filed for UI and the company said it was poor performance, I made a point to say "I was surprised they indicated poor performance, as this was not mentioned during my six month review a few weeks prior to being fired." I didn't fight back when being fired though because I could tell it was not a good fit and was already looking/interviewing elsewhere though. (And no, I did not think it was a bad fit because I was not able to meet expectations, I thought it was a bad fit because they were disorganized and told me they could no longer afford to reimburse me for meals on work-related trips.)

Three, I wouldn't have recorded this because at the end of the day, the decision was made and the paperwork was already signed but whoever said above that they hope she gets busted for federal wiretapping charges...you're dumber than the two HR drones handling this call. Calm down, Gladys.

If you don’t want this to be another generational warfare episode then why are you insulting people and using tired tropes about the linguistic preferences of older generations? If you’d like a thoughtful civil discourse you can start by behaving that way yourself.

Anonymous wrote:So a couple of things.

One, I'm not sure why this needs to be generational warfare episode 6,323,534,231. This could be time for nuanced discussion about what companies owe us during firing/lay-offs but instead it's turned into "Hurdur zoomers suck Gen X great" when based on her LinkedIn, I don't even believe her to be a Zoomer. She looks like she's the last year of millennials.

Two, I totally get where she's coming from. Having been fired for "poor performance" six months in, after not a word of anything but "you're doing great," the entire time, yeah, I was pissed. Even when I filed for UI and the company said it was poor performance, I made a point to say "I was surprised they indicated poor performance, as this was not mentioned during my six month review a few weeks prior to being fired." I didn't fight back when being fired though because I could tell it was not a good fit and was already looking/interviewing elsewhere though. (And no, I did not think it was a bad fit because I was not able to meet expectations, I thought it was a bad fit because they were disorganized and told me they could no longer afford to reimburse me for meals on work-related trips.)

Three, I wouldn't have recorded this because at the end of the day, the decision was made and the paperwork was already signed but whoever said above that they hope she gets busted for federal wiretapping charges...you're dumber than the two HR drones handling this call. Calm down, Gladys.