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> I am well aware that if my employee is failing me, then in some way I am failing them. I have had to fire people over the years, of course, but whenever it g
by gumby 3y ago
> I am well aware that if my employee is failing me, then in some way I am failing them.
I have had to fire people over the years, of course, but whenever it gets that far I feel terrible that it got to that point, that how this person was managed is a failure for the company and the departing employee. I hope it’s obvious that none of this is expressed to the person being fired — they are miserable enough about their situation and don’t care about the company any more, if they ever did.
Always there is a post mortem: did we hire the wrong person — if so what could we have done better? As for the management — again, what could we have done better?
BTW I’m sorry you had to deal with that horrible experience. At least it was only two months.
- itronitron 3y agoI was a rockstar at each of my previous employers except the last one, and consider myself lucky to have had the opportunity to quit before being fired. So naturally, during my exit interview I had only positive things to say about the experience but it was by far the most restrictive and toxic workplace I've worked at. How was it toxic? A general lack of respect, or interest, for people's time and ability/talent which was made clear through various policies and the behavior of a few assholes. You won't find the answers you need by doing a post-mortem.
- gumby 3y ago> You won't find the answers you need by doing a post-mortem. It's really the only opportunity since if you had the answers beforehand perhaps the person would not have been "let go". If your point is that post mortems aren't that great, I agree. It's like debugging a crash dump rather than a live process. But sometimes the core dump is all you have.
- deleted 3y ago[deleted]