4 ms·

Why is that immoral? You leave traces, its normal thing to question retrospectively when you don't deliver and its a rule rather then a fluke. I couldn't care

Why is that immoral? You leave traces, its normal thing to question retrospectively when you don't deliver and its a rule rather then a fluke. I couldn't care less when or how you work if you close tickets assigned to you, but when you don't for a prolonged time (which is not 7 days, but more like months), I will look into your daily commits, login times, IM activity etc. Its supportive material for decision, not blackmailing. Its wrong to misinterpret those facts, but taking them as a fact is normal.

moralestapia 5y ago
It could happen that they use said information to create/push a narrative away from the truth, on purpose, for money. Example, employee A with an average performance starts talking to their peers about unionizing. Board finds out about that and they want the employee out ASAP, so they call one of their HR servants to run the errand. HR starts compiling trivial stuff about said employee (like "average distance traveled by your mouse pointer during work" /s) and when that's enough they set up a case to let go said employee because of "performance reasons" or whatever.
- hermannj314 5y ago
  When I was in management, our HR did not function like this and was very supportive of the companies interests which happended to be making sure our employees were not wrongfully or spitefully terminated. I am not saying this is the case everywhere, but my experience with HR was not the way you describe. We had identified a poorly performing employee and went to HR to talk about progressive discipline. When we mentioned stats, they asked to see the same stats for all other employees on our team as well. This was not to prevent us from firing the employee but to protect the company from accusations of wrongful termination down the road. Even so, we had to enter into a several month progressive discipline process where the employee was aware of what metric was a problem, how to correct it and how we could be supportive. That was the role HR played. They gave us a framework to proceed with a safe and well thought-out termination.

moralestapia 5y ago

It could happen that they use said information to create/push a narrative away from the truth, on purpose, for money. Example, employee A with an average performance starts talking to their peers about unionizing. Board finds out about that and they want the employee out ASAP, so they call one of their HR servants to run the errand. HR starts compiling trivial stuff about said employee (like "average distance traveled by your mouse pointer during work" /s) and when that's enough they set up a case to let go said employee because of "performance reasons" or whatever.

hermannj314 5y ago
When I was in management, our HR did not function like this and was very supportive of the companies interests which happended to be making sure our employees were not wrongfully or spitefully terminated. I am not saying this is the case everywhere, but my experience with HR was not the way you describe. We had identified a poorly performing employee and went to HR to talk about progressive discipline. When we mentioned stats, they asked to see the same stats for all other employees on our team as well. This was not to prevent us from firing the employee but to protect the company from accusations of wrongful termination down the road. Even so, we had to enter into a several month progressive discipline process where the employee was aware of what metric was a problem, how to correct it and how we could be supportive. That was the role HR played. They gave us a framework to proceed with a safe and well thought-out termination.