7 ms·

An even better token of respect is to just can the person and give them a respectable severance package, so they have months (plural) to find their next thing.

by makk 2y ago

ambicapter 2y ago
Don't see how that's strictly better since the person loses out on potential feedback from the PIP vs straight firing. PIP also doesn't prevent someone from getting severance, firing is firing.
- makk 2y ago
  I see your point. My points are that if one really wants to show respect then (a) don't waste people's time and (b) give them a respectable severance. If you can do (a) and (b) via a PIP process, then that's cool.
- ipaddr 2y ago
  Interviewing fulltime vs potential feedback? Notice pay is different from severance.
  - flappyeagle 2y ago
    They can just stop working on the PIP if they don’t care to turn it around
charlie0 2y ago
Honest question, if someone is performing horribly, why do they deserve a severance package? Isn't that was unemployment insurance is for?
- triceratops 2y ago
  To compensate the employee for the mistake the company made in hiring them.
- marcusb 2y ago
  1. They might be a good worker, but a bad fit for their role. That’s as much on the hiring manager as the employee. 2. People, even lousy workers, talk. Treating people with respect on their way out may decrease the person’s negativity/bitterness. Consider it a marketing expense. 3. Severance packages come with legal releases attached, at least in the US. Less risk of lawsuits, frivolous or otherwise.
- ipaddr 2y ago
  The longer the years of service the longer the successful track record. If you work 25 years somewhere for those years your employer was happy with you. A new manager / business downturn / new system / new disability / personal prompting a poor performance means the employer must support the employee and that can become severance. The length of employment is the most important part of the equation.

An even better token of respect is to just can the person and give them a respectable severance package, so they have months (plural) to find their next thing.

by makk 2y ago

An even better token of respect is to just can the person and give them a respectable severance package, so they have months (plural) to find their next thing.

ambicapter 2y ago

Don't see how that's strictly better since the person loses out on potential feedback from the PIP vs straight firing. PIP also doesn't prevent someone from getting severance, firing is firing.

makk 2y ago
I see your point. My points are that if one really wants to show respect then (a) don't waste people's time and (b) give them a respectable severance. If you can do (a) and (b) via a PIP process, then that's cool.
ipaddr 2y ago
Interviewing fulltime vs potential feedback? Notice pay is different from severance.
- flappyeagle 2y ago
  They can just stop working on the PIP if they don’t care to turn it around

charlie0 2y ago

Honest question, if someone is performing horribly, why do they deserve a severance package? Isn't that was unemployment insurance is for?

triceratops 2y ago
To compensate the employee for the mistake the company made in hiring them.
marcusb 2y ago
1. They might be a good worker, but a bad fit for their role. That’s as much on the hiring manager as the employee. 2. People, even lousy workers, talk. Treating people with respect on their way out may decrease the person’s negativity/bitterness. Consider it a marketing expense. 3. Severance packages come with legal releases attached, at least in the US. Less risk of lawsuits, frivolous or otherwise.
ipaddr 2y ago
The longer the years of service the longer the successful track record. If you work 25 years somewhere for those years your employer was happy with you. A new manager / business downturn / new system / new disability / personal prompting a poor performance means the employer must support the employee and that can become severance. The length of employment is the most important part of the equation.