Awwwwwww... I feel loved, I think. lol.
This might come back to be "why is this guy making life so hard on himself".
But that's what I figured... worst case is I have a few more weeks of
problems.... best case is she actually gets her life together and
continues to be a valuable employee that helps the company continue in
an upward trajectory.
It's not that she wasn't useful to the company, it's just that some of
the ways things were done were not at all helpful or appreciated by others.
On 8/3/21 1:11 PM, Steve Jones wrote:
I think you did right.
Worst that can happen is she does some sabotage. But that applies to any
person on disciplinary.
You're giving her the opportunity to rectify the situation, maybe she
didnt know she was toxic.
If you end up having to cut her loose you dont have to question the
call, you gave her the opportunity to make right.
It's not often I'll say I think matt Hoppes did the right thing,
usuallynits "why is this guy making life so hard on himself"
Hopefully she takes a corrective course and integrates into the team,
pride is a hard thing to swallow, so punching it down her throat for her
maybe did good.
On Tue, Aug 3, 2021, 11:23 AM Matt Hoppes
<mattli...@rivervalleyinternet.net
<mailto:mattli...@rivervalleyinternet.net>> wrote:
I am.
On 8/3/21 10:14 AM, Chuck McCown via AF wrote:
> I have allowed fired people to come back a couple of times. Did
not work out. They have resentment that will not go away. Be ready
to hit the eject button without hesitation.
>
> Sent from my iPhone
>
>> On Aug 3, 2021, at 7:44 AM, Matt Hoppes
<mattli...@rivervalleyinternet.net
<mailto:mattli...@rivervalleyinternet.net>> wrote:
>>
>> So I ended up firing the employee at 9am Monday morning, which
led to a different direction than I thought it would.
>>
>> Essentially I thought there was going to be a screaming match
and accusations about how could I do this to them, etc, what have
they ever done wrong.
>>
>> Instead the employee broke down crying and started confiding in
me that their life sucks, they can't keep relationships, and they
don't know what to do and they need help.
>>
>> After about 30 minutes of talking I took compassion and offered
the job back with the following stipulations:
>>
>> * Bad behavior has to have punishment - 2 weeks unpaid leave of job
>>
>> * On return, we immediately sit down and re-work job position so
it's more of a work position vs a management position and have clear
expectations of what may and may not be done/said as well as what
behavior will not be tolerated.
>>
>> * There is a very short leash for the next few months during
which time we will be having weekly meetings to review behavior and
progress as well as if at any time I see behavior that is
inconsistent with what needs to happen we will immediately stop
whatever is going on and go talk about it.
>>
>> I still don't know if I made the proper decision. I labored
over the firing all weekend making sure I was making the right
decision and not in haste, then made the decision Monday morning
that it was a 100% firing there would be no other outcome -- but it
seemed like there was genuine repentance and remorse and desire to
get their life fixed (vs just "crap I lost my job").
>>
>> As someone who's ultimate goal for any employee is that they
become a better person both at work and in their personal life, I
felt like I would be doing this person a disservice if I sent them
on their way and said "Go in peace, keep warm and well fed" but did
nothing for their physical needs.
>>
>>
>> I figure time will quickly tell of the desire to change is
genuine or not, and as long as we have clear expectations and rules
laid out what harm can there be? The employee did do good work
that I myself hated doing, their ability to interact with others was
just...... severely lacking.
>>
>> I think this may have been the "rock bottom" event some people
need in their life to smack them upside the face.
>>
>> Thoughts?
>>
>>
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