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Yep. I’m not sure you read the whole thing, as I cover the grandma birthday example. Sentiment-wise we agree, tactically it’s still not the best practice. I kno

by davidu 7y ago

Yep. I’m not sure you read the whole thing, as I cover the grandma birthday example. Sentiment-wise we agree, tactically it’s still not the best practice. I know it sounds like it is. It really depends on the maturity of the workforce and leadership, as I mention. For a lot of startups, that’s in short supply and just saying today is the last day of work is easiest. It shouldn’t have the feeling tossing them out. It can be end of day, folks (not boss) can arrange a meet up at a bar nearby, etc. I’ve seen it go sideways on both sides before when it’s too ambiguous for people or drawn way out, especially for junior folks in IC roles. The right thing really is just let them go, pay them as much as you can, and let them start figuring out what’s next. If it were me, chances are I would not make the day of notification their last day unless they wanted it to be (most would I bet) but I also know what I’m doing. :-)

klenwell 7y ago
Agree with you. Saw something like this not too long ago where it was not handled crisply. There were no long-lasting consequences as far as I know and I can't get into the details but it was just sloppy and leaked all over the place. I think your advice is well dramatized by this Moneyball scene: https://www.youtube.com/watch?v=fTjhHrcyiQI https://www.youtube.com/watch?v=fTjhHrcyiQI
GCA10 7y ago
Thanks for the very thoughtful reply. I like your option of semi-offering a couple days grace period but also letting the departing employee say: "Nope, I'm out of here." From the employee side, there's a primal desire to control something about this unexpected and unwelcome process. Moving the last-day slider a day or two in either direction might hit the spot.
- davidu 7y ago
  One of the hardest things about this process for a sensitive and compassionate leader is knowing when to not try and "make it better." This is probably the greatest video clip on the subject of all time: https://www.youtube.com/watch?v=fTjhHrcyiQI https://www.youtube.com/watch?v=fTjhHrcyiQI

by davidu 7y ago

klenwell 7y ago

Agree with you. Saw something like this not too long ago where it was not handled crisply. There were no long-lasting consequences as far as I know and I can't get into the details but it was just sloppy and leaked all over the place. I think your advice is well dramatized by this Moneyball scene: https://www.youtube.com/watch?v=fTjhHrcyiQI https://www.youtube.com/watch?v=fTjhHrcyiQI

GCA10 7y ago

Thanks for the very thoughtful reply. I like your option of semi-offering a couple days grace period but also letting the departing employee say: "Nope, I'm out of here." From the employee side, there's a primal desire to control something about this unexpected and unwelcome process. Moving the last-day slider a day or two in either direction might hit the spot.

davidu 7y ago
One of the hardest things about this process for a sensitive and compassionate leader is knowing when to not try and "make it better." This is probably the greatest video clip on the subject of all time: https://www.youtube.com/watch?v=fTjhHrcyiQI https://www.youtube.com/watch?v=fTjhHrcyiQI