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After you pulling a resignation notice as an argument, an experienced boss would instantly know you would not be an asset he could rely on even mid-term, so his

After you pulling a resignation notice as an argument, an experienced boss would instantly know you would not be an asset he could rely on even mid-term, so his best option from a business perspective would be giving you no bonus at all (or the original one), and immediately starting to look for a replacement (and probably firing you).

teachingassist 6y ago
This is an employer-employee power relationship. In general the employer has the power, but it cuts both ways, to some extent. Pulling a resignation notice shows that relationship to have broken down, probably irrevocably, I agree. But, the employer initially broke the relationship, by not keeping their promise regarding the bonus. The employer (perhaps here the boss's boss) knows they have treated the employee unfairly to an extent that could become legal, which would have an associated cost, and also could impact upon the other employees' motivation (and how employees evaluate the promise of future bonuses). If the employee is essential and their replacement cost is high, then there's an significant additional cost to firing them fast. The employer might have to weigh up the costs, and could reason that it's cheaper or otherwise better for the business to pay the bonus.
- Andrew_nenakhov 6y ago
  > But, the employer initially broke the relationship, by not keeping their promise regarding the bonus. Or maybe the employee misunderstood the conditions of receiving the bonus. We can't really judge the situation after hearing just one side.
  - PKop 6y ago
    I think we can judge that since he got away with it, the boss felt that losing him was worse than conceding to his demands.
  - ectopod 6y ago
    > However, the older employees warned me that the criteria for such bonuses were often ill-defined. I therefore pushed for clear achievable objectives. These pre-agreed objectives were promised, but never provided. He asked for clear conditions and management agreed to provide them, but never did. They were playing him. The comments from the older employees suggest this wasn't the first time they used this tactic.
matkoniecz 6y ago
Given that fraud was attempted - in some cases the lying boss would be fired.
ycombinete 6y ago
It reminds me of relationships where one partner uses the threat of divorce/breaking-up to win arguments. It's definitely a nuclear option, which most often should be responded to with, "okay, do what you have to do".
Nimitz14 6y ago
Yeah... I'm rather perplexed why the boss didn't just fire him on the spot. A new grad is likely not valuable enough to be worth fighting for.
- DistressedDrone 6y ago
  Depends how long it takes to train a replacement, how short on staff you are, and how many people would apply for the job on short notice. But I tend to agree with the comment suggesting it was probably to avoid legal action.
PKop 6y ago
This all depends on the value of the employee and the opportunity cost of firing them and finding a replacement. It is certainly not true that it is never viable to pull the resignation notice as an ultimatum. Simply depends on who has the leverage.

teachingassist 6y ago

This is an employer-employee power relationship. In general the employer has the power, but it cuts both ways, to some extent. Pulling a resignation notice shows that relationship to have broken down, probably irrevocably, I agree. But, the employer initially broke the relationship, by not keeping their promise regarding the bonus. The employer (perhaps here the boss's boss) knows they have treated the employee unfairly to an extent that could become legal, which would have an associated cost, and also could impact upon the other employees' motivation (and how employees evaluate the promise of future bonuses). If the employee is essential and their replacement cost is high, then there's an significant additional cost to firing them fast. The employer might have to weigh up the costs, and could reason that it's cheaper or otherwise better for the business to pay the bonus.

Andrew_nenakhov 6y ago
> But, the employer initially broke the relationship, by not keeping their promise regarding the bonus. Or maybe the employee misunderstood the conditions of receiving the bonus. We can't really judge the situation after hearing just one side.
- PKop 6y ago
  I think we can judge that since he got away with it, the boss felt that losing him was worse than conceding to his demands.
- ectopod 6y ago
  > However, the older employees warned me that the criteria for such bonuses were often ill-defined. I therefore pushed for clear achievable objectives. These pre-agreed objectives were promised, but never provided. He asked for clear conditions and management agreed to provide them, but never did. They were playing him. The comments from the older employees suggest this wasn't the first time they used this tactic.

matkoniecz 6y ago

Given that fraud was attempted - in some cases the lying boss would be fired.

ycombinete 6y ago

It reminds me of relationships where one partner uses the threat of divorce/breaking-up to win arguments. It's definitely a nuclear option, which most often should be responded to with, "okay, do what you have to do".

Nimitz14 6y ago

Yeah... I'm rather perplexed why the boss didn't just fire him on the spot. A new grad is likely not valuable enough to be worth fighting for.

DistressedDrone 6y ago
Depends how long it takes to train a replacement, how short on staff you are, and how many people would apply for the job on short notice. But I tend to agree with the comment suggesting it was probably to avoid legal action.

PKop 6y ago

This all depends on the value of the employee and the opportunity cost of firing them and finding a replacement. It is certainly not true that it is never viable to pull the resignation notice as an ultimatum. Simply depends on who has the leverage.