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> He was hired behind my back, and began a React project using some "admin template" that we didn't need, and now it's a dirty mess. He had a wedding+honeymoon
by ratww 5y ago
> He was hired behind my back, and began a React project using some "admin template" that we didn't need, and now it's a dirty mess. He had a wedding+honeymoon planned before he started with us I guess, which took him out 2 weeks shortly after starting.
Not the employee's fault...
> But he also missed half days of work whenever a contractor showed up at his house. Meeting calls were attended with of his wife making outbound sales calls in the same room and frequently with his dogs barking like crazy the whole time. He often traveled on the weekend and emailed that he "got stuck" and wouldn't be in until Tuesday or Wednesday. On days he showed up for a full day it was typically 10:30am to 5:00pm. I had to change pretty much every code commit to use it.
Those are issues where firing would be appropriate if they happened more than a couple times. Especially if they happened early in the job (aka probation period in most countries).
"You're not working the previously agreed amount, quantitatively!" is probably the least controversial reason for firing someone.
- spacemanmatt 5y ago> Not the employee's fault... Agreed. I happen to work for an imperfect company, if you can believe that. I did my post-mortem homework, and certainly concluded I could have done more and sooner about the situation. I was too busy trying to code for both of us to put my management hat on when I should have. Lesson learned!
- GiorgioG 5y agoI’m getting the impression that someone expected this junior to be somewhat more productive than could be reasonably expected and you were caught in the middle trying to (as you said) code for two people. Lousy outcomes for all involved.
- spacemanmatt 5y ago> someone expected this junior to be somewhat more productive than could be reasonably expected and you were caught in the middle Good eye.