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As a manager I would only do this if I really wanted to fire the person already. For employees I care about I would give them an out. Part of being a good mana

As a manager I would only do this if I really wanted to fire the person already. For employees I care about I would give them an out. Part of being a good manager is understanding your employees and helping them succeed. If someone makes a statement like this in the heat of frustration it doesn't necessarily mean they will actually quit. If they're a valuable member of the team you should present them with an opportunity to save face and remain. To me this seems like taking an opportunity to fire someone they already wanted to get rid of. Either that or a bad manager who wanted to flex their power as a threat to the rest of the team.

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spdionis 6y ago
Given the employee's general attitude, I find it easy to believe her manager was already not happy with her. See her previous (potential) legal troubles with Google that she even acknowledges herself. > I was in the middle of a potential lawsuit for which Kat Herller and I hired feminist lawyers who threatened to sue Google (which is when they backed off--before that Google lawyers were prepared to throw us under the bus and our leaders were following as instructed) and the next day I get some random “impact award.” https://www.platformer.news/p/the-withering-email-that-got-an-ethical https://www.platformer.news/p/the-withering-email-that-got-a...
PragmaticPulp 6y ago
> As a manager I would only do this if I really wanted to fire the person already. For employees I care about I would give them an out. One of the more difficult lessons I learned as a manager: Once a team member starts giving ultimatums in order to get their way or override decisions, it's not in your best interests to give in for the sake of keeping that employee. The obvious exception is if you realize you were actually wrong from the start, but reversing decisions for the sake of caving to someone's demands is a problem. If someone is so ready to quit that they'll flaunt it to the company, it's doubtful that reversing a single decision is going to suddenly make them happy again with their employer. Worse yet, it sends a message that threatening to quit is the way to get what you want from the company. Once you validate the strategy, you will get a lot more of it. Unfortunately, if someone already has one foot out the door and has been complaining openly (even on Twitter, in this case) about their employer, it's best for everyone to go their separate ways. From there, focus on identifying and fixing any underlying problems to minimize the chance of this happening again in the future.
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spdionis 6y ago

Given the employee's general attitude, I find it easy to believe her manager was already not happy with her. See her previous (potential) legal troubles with Google that she even acknowledges herself. > I was in the middle of a potential lawsuit for which Kat Herller and I hired feminist lawyers who threatened to sue Google (which is when they backed off--before that Google lawyers were prepared to throw us under the bus and our leaders were following as instructed) and the next day I get some random “impact award.” https://www.platformer.news/p/the-withering-email-that-got-an-ethical https://www.platformer.news/p/the-withering-email-that-got-a...

PragmaticPulp 6y ago

> As a manager I would only do this if I really wanted to fire the person already. For employees I care about I would give them an out. One of the more difficult lessons I learned as a manager: Once a team member starts giving ultimatums in order to get their way or override decisions, it's not in your best interests to give in for the sake of keeping that employee. The obvious exception is if you realize you were actually wrong from the start, but reversing decisions for the sake of caving to someone's demands is a problem. If someone is so ready to quit that they'll flaunt it to the company, it's doubtful that reversing a single decision is going to suddenly make them happy again with their employer. Worse yet, it sends a message that threatening to quit is the way to get what you want from the company. Once you validate the strategy, you will get a lot more of it. Unfortunately, if someone already has one foot out the door and has been complaining openly (even on Twitter, in this case) about their employer, it's best for everyone to go their separate ways. From there, focus on identifying and fixing any underlying problems to minimize the chance of this happening again in the future.

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