3 ms·

4 months and produced nothing. She was low hanging fruit in a cost cutting exercise. Time to move on.

wholinator2 3y ago
Spent three of those months in training, and the one month out of training was December, holiday season. I don't know about you but everywhere I've worked, most work grinds to a halt in December, for very good reasons. Also, if it's performance related there should be some kind of paper trail, discussions with her manager, emails, something. Her boss would've had a talk with her and maybe put on a pip. There would be evidence. Her manager should be the one relaying the news. Why two HR goons who can't say anything except "your fault" if they have evidence of performance problems. Smells a lot like execs and management over hired (as has happened over and over and over again through recent history) realized they fucked up and decided to cut people. But, they don't wanna call it a lay off cause that spooks investors, and then they have to give all kinds of extra assurances to the person laid off. So they send out pairs of HR goons trained to say as little as possible except "your fault" to do the firing instead of the managers who caused the problem in the first place, they "save face", and most importantly (to them) save money. I don't know about you but i wouldn't count a single month out of training during holiday season as a true test of performance. If it was bad, put on a PIP and fire next month once you can cite actual evidence. And for gods sake, make the person who hired her have to fire her. Give her some god damn dignity and teach those sociopaths some actual respect and care for their own hiring process so this doesn't happen constantly, forever.
- scherlock 3y ago
  Yup, is they say you didn't meet metrics but can't articulate what those metrics are then they are incompetent and lying. Wouldn't surprise me if those two yoyos were contractors and not actual employees and just reading from a script.

Spent three of those months in training, and the one month out of training was December, holiday season. I don't know about you but everywhere I've worked, most work grinds to a halt in December, for very good reasons. Also, if it's performance related there should be some kind of paper trail, discussions with her manager, emails, something. Her boss would've had a talk with her and maybe put on a pip. There would be evidence. Her manager should be the one relaying the news. Why two HR goons who can't say anything except "your fault" if they have evidence of performance problems. Smells a lot like execs and management over hired (as has happened over and over and over again through recent history) realized they fucked up and decided to cut people. But, they don't wanna call it a lay off cause that spooks investors, and then they have to give all kinds of extra assurances to the person laid off. So they send out pairs of HR goons trained to say as little as possible except "your fault" to do the firing instead of the managers who caused the problem in the first place, they "save face", and most importantly (to them) save money. I don't know about you but i wouldn't count a single month out of training during holiday season as a true test of performance. If it was bad, put on a PIP and fire next month once you can cite actual evidence. And for gods sake, make the person who hired her have to fire her. Give her some god damn dignity and teach those sociopaths some actual respect and care for their own hiring process so this doesn't happen constantly, forever.

scherlock 3y ago
Yup, is they say you didn't meet metrics but can't articulate what those metrics are then they are incompetent and lying. Wouldn't surprise me if those two yoyos were contractors and not actual employees and just reading from a script.