Comment by makk
8 months 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.
8 months 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.
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.
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.
Interviewing fulltime vs potential feedback? Notice pay is different from severance.
They can just stop working on the PIP if they don’t care to turn it around
Honest question, if someone is performing horribly, why do they deserve a severance package? Isn't that was unemployment insurance is for?
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.
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.
To compensate the employee for the mistake the company made in hiring them.