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I think the first step is having a series of frank conversations about the issues. If nothing changes / get fixed, then I think you need to move to a mode wher
by eladgil 14y ago
I think the first step is having a series of frank conversations about the issues.
If nothing changes / get fixed, then I think you need to move to a mode where you take action.
In some cases, your co-founder will decide to part ways or resign as they will know things are not working and may be quite unhappy themselves.
If it gets to the point where you are actually firing someone, it should not be a surprise to them that there are large, unresolved issues. These should have been discussed a bunch of times before.
Either way, you will need to consult with various parties on both sides.
- goodchild 14y agoIt helps if before there is a problem you accuse them of mental instability and create a culture of bias and ostracism and lighten their workload. Prevent them from participating in any way with the running of the company. Send them on wild goose chases. Assign them things that do very little and will never see the light of day. This has the double effect of giving them more time to worry about the immense workload that is being neglected and making them look useless. If they weren't crazy before they sure will be in a few months when the pressure to meet deadlines builds and they are unable to do anything about it.
- neurotech1 14y agoIANAL but that would make it even worse, and likely lead to a lawsuit. Hostile work environment, or discrimination based on medical condition would be actionable.
- skrebbel 14y ago> If they weren't crazy before they sure will be in a few months And you want to consciously cause that to happen to a person? Woa. Considered a career as a Sith Lord?