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On your note about sending signals to employees, as a candidate, if I was applying to a 10-person company with a formal PIP process, I would run for the hills.
by pc86 4y ago
On your note about sending signals to employees, as a candidate, if I was applying to a 10-person company with a formal PIP process, I would run for the hills. The signal that sends is that you're micromanaging and have a very CYA-culture. You're way too small to have a formal PIP process and under a dozen employees.
You're right that vesting is part of compensation, and completely wrong that this would be getting compensation denied after the fact. He's not vested yet. If he's fired today, he's not due anything.
Even among most wrongful termination suits this would be laughable.
- dredmorbius 4y agoAt 10 ee's PIP may be too formal, but considering the long history of fractious founder / early-hire disputes, considering and beginning to formalise the process is a good idea. And you'll want that in place by the time you hit 40+ or so. One school of organisational behaviour says that bureaucracy exists to protect both the organisation and participants (e.g., workers, customers, business partners, vendors, ...) by creating structure and process, rather than arbitrary action and judgements. See Charles Perrow's Complex Organizations: A Critical Essay (1986), somewhere in the early chapters. https://www.worldcat.org/title/complex-organizations-a-critical-essay/oclc/970445475&referer=space_alien_cat https://www.worldcat.org/title/complex-organizations-a-criti... https://archive.org/search.php?query=Complex+organizations+:+a+critical+essay+Charles+Perrow https://archive.org/search.php?query=Complex+organizations+:...
- pc86 4y agoBelieve it or not this is on my reading list, though a handful of entries down.