4 ms·
If someone were to tell me, you've got 12 weeks left on your job. And then adds, and you can leave early when you find work. I'm probably not going to be the mo
by taftster 4y ago
If someone were to tell me, you've got 12 weeks left on your job. And then adds, and you can leave early when you find work. I'm probably not going to be the most motivated/productive employee. In fact, I might cause more harm than good.
It's better to just rip that bandaid off and let people move on with their lives. 12 weeks severance is (hopefully) enough time that the former employee can find new work, and also that the company can start adjusting to the down sizing.
A non-productive worker is probably worse than no worker at all.
- bad416f1f5a2 4y ago> A non-productive worker is probably worse than no worker at all. There's no "probably" to it. Offering a fired employee the right to stay around until their time is up is a mindbogglingly stupid idea. It's a recipe for massive negativity from them & for your existing teams. Having participated in a RIF before, the two most common questions are 1) "why me?" and 2) "why my friend and not someone else?" Keeping someone who you've clearly said has no future around & asking them to contribute to the future of a company is ... what?
- mvc 4y agoAnd yet here in the UK, it's quite normal for senior engineers to be faced with 3 months (I've even heard of 6!) working for a company after deciding to quit and hand in their notice. Completely bonkers if you ask me.
- taftster 4y agoI actually agree. I was originally not going to include the word "probably", but I thought I would soften the message a little bit. There's likely a few outside examples, but yeah, keeping an employee on the roster after telling them they will be let go is just asking for trouble.