"Letting" someone go sounds like the person wants to go. Sort of sounds like putting a dog "to sleep." Happily, I've never been in a position where terminating an employee was part of my responsibilities. I don't envy anyone who has to do it.KenB said:Letting someone go.
I had a business professor about a year ago that railed against the "bell curve". If you have five employees that are exceptional but the bell curve says there can only be two rewarded for being exceptional, what happens? The three that don't get rewarded either stop working hard or leave. Any manager that thinks should realize that you want the best and brightest. You want a curve weighted toward the high end, at least if you want to be successful. What company says "we want to perform just like all the other companies"? None. So why restrict employees by enforcing mediocrity? You want to attract and keep the best, but you can't do that if you have some pre-set formula for what percentage of employees are put into the "best" group.Bocephus Jones II said:Well I'm just assuming it will go as it has the last 4 years or so--no guarantees I guess. In any event it's never anything to write home about--usually 3-4%. So if you slack off and just "do what's expected" you get 3%--if you work your a$$ off and go above and beyond you can sometimes get another percent or 2--but that's only if the "bell curve" looks OK to the higher-ups--in that case a manager needs to knock some employees down in order to make the curve come out OK no matter how good of a job they did. And they wonder why motivation is a problem.
It sucks. I've had the very unpleasant task of letting a few people go as part of a downsizing when a company I worked for lost a major client and could no longer afford the head count. They were all good people and I wrote them all letters of recommendation and used some of my personal contacts to help find them new jobs. Subsequently, they all landed on their feet -- one of them left the job they took after that and relocated to work for me with the company I now work for. (I hope that speaks positively for me as a boss.)mickey-mac said:"Letting" someone go sounds like the person wants to go. Sort of sounds like putting a dog "to sleep." Happily, I've never been in a position where terminating an employee was part of my responsibilities. I don't envy anyone who has to do it.
Hey! Can you get a move on! We're starving! The line is a quarter mile long here! Where's my specialty sammiches!snapdragen said:Well,
Cafeteria work can be grueling, on your feet 8 hours a day, slopping mashed potatoes and gravy, hauling tubs of macaroni salad. Oh, and don't get me started on the specialty sammiches - I actually nicked my finger with the knife once! Have you ever had pepperocini juice in a cut - I'lll tell you, it hurts! Then when people complain because of a little blood on their bread, ingrates! Next thing you know they're going to make me cover my face when I sneeze, or wash my hands more than twice a day.
nmnmnmnmnmnmnmnmBocephus Jones II said:I'm not sure what is worse. A paper cut across your eyeball or writing your one page plan and performance highlights letter for the year. Sitting here staring at my screen and trying to thing in corporate-speak so my boss can put her usual comments and give me my usual raise and I can be done with this maddening exercise in futility! .......
interfaced, synergies, collaborated, cross-functional teams.....AHHHHHHH!!!!! My brain is starting to smoke from the strain...........................................