3 ms·

Every day a poor performer gets the same salary as you is morale-destroying. There's no perfect solution to this problem. 10 employees doing the work and wond

Every day a poor performer gets the same salary as you is morale-destroying. There's no perfect solution to this problem. 10 employees doing the work and wondering "why is this guy getting paid the same as me?" hurts the company too. Every action has downsides. Every day they're still there demotivates others, possibly making them look for "better" jobs, since clearly their own can be done by a slacker. But every firing, even of someone clearly underperforming, will cause a bit of fear in even the best performer.

ianai 4y ago
The perfect solution is to let them vest then terminate. Agree that slackers ruin morale though. Currently going through this at my place. It’s especially difficult when merely being on the same team as slackers makes the external opinion of everyone on that team horrible. Some might know the better members but on average the reputation can be stained.
- knorker 4y ago
  How do you mean that it is "the perfect solution" if the action has negative morale implications for every other employee? I'll go with your opinion being that it may be the best solution, but perfect it is not. The mere fact that I don't even think it's the best solution means that there may very well be employees here who also don't, which means it's not perfect. There will be employees who will hear "this fired person's stock was taken out of your end of year bonus". Because it kinda was. Especially at a small company where one employee-month plus their stock can be a significant portion of company yearly profits.
  - ianai 4y ago
    They should have changed stuff up well before this point. If you want to question someone’s vestment then do that at least a year before that date and get serious about demanding results from the problematic employee at that point. That way they’ve got 3-6 months to perform and you’ve got time to terminate for lack of performance. Doing it when the vestment date comes up just reeks of shortsightedness to the point of vindictiveness. Immaturity. If it’s like the person quit but kept coming to work for the last month before vestment then talk to them and maybe offer to buy them out if they’ve got no good explanations.
    - knorker 4y ago
      > They should have changed stuff up well before this point. Agreed. We don't have all the facts but management is not without blame. > Doing it when the vestment date comes up just reeks of shortsightedness to the point of vindictiveness. Immaturity. I've made my point repeatedly that the gains from paying it out are also shortsigted and may not be worth it, so no need to repeat. Compensating people who don't deserve it pisses people off. Maybe those people are immature, but they do include your best performers too. Like I said, no perfect solution. Management (arguably) caused the situation, and there's no perfect fix.
fartsucker69 4y ago
>Every day a poor performer gets the same salary as you is morale-destroying. not really? if he is unjustly compensated more than he is worth it's kind of funny, but unless you're a child you shouldn't really care about it. this is way different than if you were compensated less than what you are worth.
- knorker 4y ago
  There will be employees who will hear "this fired person's stock was taken out of your end of year bonus". Because it kinda was. Especially at a small company where one employee-month plus their stock can be a significant portion of company yearly profits. As I pointed out in another comment that you replied to (though I'm not sure you read it properly, since I've already made this point and did not seem to incorporate it into your reply), while comp is not a zero sum game, it also isn't entirely not a zero sum game.

ianai 4y ago

The perfect solution is to let them vest then terminate. Agree that slackers ruin morale though. Currently going through this at my place. It’s especially difficult when merely being on the same team as slackers makes the external opinion of everyone on that team horrible. Some might know the better members but on average the reputation can be stained.

knorker 4y ago
How do you mean that it is "the perfect solution" if the action has negative morale implications for every other employee? I'll go with your opinion being that it may be the best solution, but perfect it is not. The mere fact that I don't even think it's the best solution means that there may very well be employees here who also don't, which means it's not perfect. There will be employees who will hear "this fired person's stock was taken out of your end of year bonus". Because it kinda was. Especially at a small company where one employee-month plus their stock can be a significant portion of company yearly profits.
- ianai 4y ago
  They should have changed stuff up well before this point. If you want to question someone’s vestment then do that at least a year before that date and get serious about demanding results from the problematic employee at that point. That way they’ve got 3-6 months to perform and you’ve got time to terminate for lack of performance. Doing it when the vestment date comes up just reeks of shortsightedness to the point of vindictiveness. Immaturity. If it’s like the person quit but kept coming to work for the last month before vestment then talk to them and maybe offer to buy them out if they’ve got no good explanations.
  - knorker 4y ago
    > They should have changed stuff up well before this point. Agreed. We don't have all the facts but management is not without blame. > Doing it when the vestment date comes up just reeks of shortsightedness to the point of vindictiveness. Immaturity. I've made my point repeatedly that the gains from paying it out are also shortsigted and may not be worth it, so no need to repeat. Compensating people who don't deserve it pisses people off. Maybe those people are immature, but they do include your best performers too. Like I said, no perfect solution. Management (arguably) caused the situation, and there's no perfect fix.

fartsucker69 4y ago

>Every day a poor performer gets the same salary as you is morale-destroying. not really? if he is unjustly compensated more than he is worth it's kind of funny, but unless you're a child you shouldn't really care about it. this is way different than if you were compensated less than what you are worth.

knorker 4y ago
There will be employees who will hear "this fired person's stock was taken out of your end of year bonus". Because it kinda was. Especially at a small company where one employee-month plus their stock can be a significant portion of company yearly profits. As I pointed out in another comment that you replied to (though I'm not sure you read it properly, since I've already made this point and did not seem to incorporate it into your reply), while comp is not a zero sum game, it also isn't entirely not a zero sum game.