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(Slate)   How to fire people the Netflix way   (slate.com) divider line 64
    More: Scary, Netflix, Sheryl Sandberg, AnnaLynne McCord  
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8085 clicks; posted to Business » on 14 Jul 2013 at 9:26 PM (1 year ago)   |  Favorite    |   share:  Share on Twitter share via Email Share on Facebook   more»



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2013-07-14 05:54:24 PM
you rent them that Netflix movie about dog shiat
 
2013-07-14 09:04:26 PM
Netflix is actually a very aggressive company. They only want the best and if you don't preform up to their expectations they will cut ties with you. They aren't ruthless about it but if you aren't up to snuff they have no problems letting you go.
 
2013-07-14 09:17:11 PM
If the problem is, as they state, about skill set rather than "effort," maybe everyone would be better off if, oh, I don't know, they actally take some time and SCREEN their employees with an interview and maybe a test BEFORE they hired them?
 
2013-07-14 09:18:07 PM

show me: If the problem is, as they state, about skill set rather than "effort," maybe everyone would be better off if, oh, I don't know, they actually take some time and SCREEN their potential employees with an interview and maybe a test BEFORE they hired them?


/FTFM
 
2013-07-14 09:30:16 PM

antidisestablishmentarianism: Netflix is actually a very aggressive company. They only want the best and if you don't preform up to their expectations they will cut ties with you. They aren't ruthless about it but if you aren't up to snuff they have no problems letting you go.


That's the same way I felt about their video selection.. or lack of it.

I didn't have a problem letting them go.
 
2013-07-14 09:33:50 PM

show me: If the problem is, as they state, about skill set rather than "effort," maybe everyone would be better off if, oh, I don't know, they actally take some time and SCREEN their employees with an interview and maybe a test BEFORE they hired them?


Maybe if you would read the actual article you would see he framed it mainly as the skill set changing over the lifetime of the position, in which case initial screening is irrelevant.
 
2013-07-14 09:34:30 PM
Sounds reasonable to me, not "scary."
 
2013-07-14 09:44:59 PM

YouAreIncorrect: show me: If the problem is, as they state, about skill set rather than "effort," maybe everyone would be better off if, oh, I don't know, they actally take some time and SCREEN their employees with an interview and maybe a test BEFORE they hired them?

Maybe if you would read the actual article you would see he framed it mainly as the skill set changing over the lifetime of the position, in which case initial screening is irrelevant.


Well, we could invest in training programs to make sure our employees have the skills and knowledge they need to continue being viable members of our workforce. Nah, fark it, lets just fire em and round up some newbies we can pay the basement level pay rate.
 
2013-07-14 09:45:32 PM
If they're willing to give paid time off to look for another job, why not just send the person to training to acquire the new skills they think they need for the position? Every new hire, no matter how great the resume, has a ramp up time and cost. It's better to retrain existing, hardworking employees, instead of cycling them out.

/Every company wants a highly skilled employee
// None of them are willing to train them
 
2013-07-14 09:46:37 PM
For the most part CEO's are like cops and politicians in that they can all be total fark ups, break laws, under perform for years and years while getting paid very well, and never have to face the consequences of their actions....
 
2013-07-14 09:49:28 PM
Okay, if its a matter of changing skill set, is it really that hard to offer training for that and see who takes advantage of it?

Why punish people for something you yourself as the employer didn't envision in the first place?

This just aounds like someone making up some bullshiat to make it easier on themself for firing people to improve stock value.
 
2013-07-14 09:52:43 PM
This goes along with the lack of apprenticeship programs to show that the MBAs see labor and talent as a commodity. Before the MBAs they would take people, train them, and improve them. Now the people are leased office furniture. If they aren't working out for you, ya get a different piece.

That being said, I wonder what sort of metrics they're measuring at Netflix. The IT experts damn well better be at the top of their game, but the disc operations are incredibly automated and the metric should be "can you keep up with the sorting machines".

This is probably the type of person who takes new OS deployments to fire people because they don't have three years experience in it.
 
2013-07-14 09:53:59 PM

Little_Dictator: YouAreIncorrect: show me: If the problem is, as they state, about skill set rather than "effort," maybe everyone would be better off if, oh, I don't know, they actally take some time and SCREEN their employees with an interview and maybe a test BEFORE they hired them?

Maybe if you would read the actual article you would see he framed it mainly as the skill set changing over the lifetime of the position, in which case initial screening is irrelevant.

Well, we could invest in training programs to make sure our employees have the skills and knowledge they need to continue being viable members of our workforce. Nah, fark it, lets just fire em and round up some newbies we can pay the basement level pay rate.


Very well stated.
 
2013-07-14 10:07:51 PM
There are actual legal reasons why smart companies give their employees a series of notices and opportunities to improve. In the event of a wrongful termination suit, which is super common in California, the company now has a huge stack of written documentation of why the employee was fired, and how they couldn't do the job, and were properly warned of that fact.
 
2013-07-14 10:14:37 PM

HotWingAgenda: There are actual legal reasons why smart companies give their employees a series of notices and opportunities to improve. In the event of a wrongful termination suit, which is super common in California, the company now has a huge stack of written documentation of why the employee was fired, and how they couldn't do the job, and were properly warned of that fact.


This. Mostly corporations are hard to defeat in a lawsuit, but if you mess with a person's ability to support themselves and their families, well, that's gonna be a big fight. I've know people who got obscene settlements out of companies, and they were absolutely shiat employees who should have been fired years before. I won't get into details, but there was illegal behavior by the employee in more than one case.
 
2013-07-14 10:15:55 PM
My company has a very generous attendance policy. If you call in, it's 1 point. Points roll off after 90 days. If you're sick and have a doctors note, they group up to 5 days (in a row) as 1 point. Without a doctors note, they allow 3. If you have sick time (40 hrs a year after 2 years of employment) you can call in and use that without getting a point. At 3 points, you get a verbal warning, 4 points gets you a written warning, 5 points gets you a final written warning. If you get a 6th point, it should be automatic termination, but they call it "Employment review". Anyways, there's this girl that works there who gets 5 points, has perfect attendance til they all roll off, then calls in 5 days in a row, no doc note or anything, so she's back to 5 points. This goddamn cycle has been happening for over 2 years. Every time she gets on a final warning she starts bawling in front of everyone. Biatch is probably bipolar. I know I'm not the only one with a coworker like this. Ugh.
 
2013-07-14 10:23:26 PM

antidisestablishmentarianism: Netflix is actually a very aggressive company. They only want the best and if you don't preform up to their expectations they will cut ties with you. They aren't ruthless about it but if you aren't up to snuff they have no problems letting you go.


Spelling errors?  That's a firing.
 
2013-07-14 10:31:43 PM
The Netflix Way?  You mean you fire them a month after the bricks-and-mortar stores fire them?
 
2013-07-14 11:35:44 PM

7th Son of a 7th Son: My company has a very generous attendance policy. If you call in, it's 1 point. Points roll off after 90 days. If you're sick and have a doctors note, they group up to 5 days (in a row) as 1 point. Without a doctors note, they allow 3. If you have sick time (40 hrs a year after 2 years of employment) you can call in and use that without getting a point. At 3 points, you get a verbal warning, 4 points gets you a written warning, 5 points gets you a final written warning. If you get a 6th point, it should be automatic termination, but they call it "Employment review". Anyways, there's this girl that works there who gets 5 points, has perfect attendance til they all roll off, then calls in 5 days in a row, no doc note or anything, so she's back to 5 points. This goddamn cycle has been happening for over 2 years. Every time she gets on a final warning she starts bawling in front of everyone. Biatch is probably bipolar. I know I'm not the only one with a coworker like this. Ugh.


Generous? That sounds insane.
 
2013-07-14 11:35:49 PM
If you look 6 months out in a company and see only a few that don't measure up then things are probably normal there.

If you look 6 months out in a company and see more than a few that don't measure up, then it's (probably) not a problem with the workers. It's either HR farking up and hiring the wrong people to begin with or management not allowing additional training (or time for additional training) to keep skill sets up-to-date.

/or management themselves not understanding the mission and telling HR to hire the wrong people
//half the problems in a company come from someone with a 'C' in their title: CEO, CFO, COO
///i'm thinking that someone at netflix with a 'c' in their title needs to be 'let go' before this drags out any longer
 
2013-07-14 11:47:20 PM

1. Put snakes on plane: 7th Son of a 7th Son: My company has a very generous attendance policy. If you call in, it's 1 point. Points roll off after 90 days. If you're sick and have a doctors note, they group up to 5 days (in a row) as 1 point. Without a doctors note, they allow 3. If you have sick time (40 hrs a year after 2 years of employment) you can call in and use that without getting a point. At 3 points, you get a verbal warning, 4 points gets you a written warning, 5 points gets you a final written warning. If you get a 6th point, it should be automatic termination, but they call it "Employment review". Anyways, there's this girl that works there who gets 5 points, has perfect attendance til they all roll off, then calls in 5 days in a row, no doc note or anything, so she's back to 5 points. This goddamn cycle has been happening for over 2 years. Every time she gets on a final warning she starts bawling in front of everyone. Biatch is probably bipolar. I know I'm not the only one with a coworker like this. Ugh.

Generous? That sounds insane.


Insane good or insane bad? Generous is relative, I was comparing it to my other jobs. Usually anyone who's out for a week or more automatically gets FMLA paperwork started.
 
2013-07-14 11:56:14 PM

wildcardjack: Now the people are leased office furniture.


I first parsed that as meaning "the company makes employees pay it for the use of the employees' chair and desk" and all I could think was "Don't give them ideas!"
 
2013-07-15 12:03:33 AM

phalamir: wildcardjack: Now the people are leased office furniture.

I first parsed that as meaning "the company makes employees pay it for the use of the employees' chair and desk" and all I could think was "Don't give them ideas!"


Sorry, I meant  "like leased office furniture" but your idea will probably occur to some sales manager instantly like a Rule 34 property.
 
2013-07-15 12:13:10 AM

7th Son of a 7th Son: 1. Put snakes on plane: 7th Son of a 7th Son: My company has a very generous attendance policy. If you call in, it's 1 point. Points roll off after 90 days. If you're sick and have a doctors note, they group up to 5 days (in a row) as 1 point. Without a doctors note, they allow 3. If you have sick time (40 hrs a year after 2 years of employment) you can call in and use that without getting a point. At 3 points, you get a verbal warning, 4 points gets you a written warning, 5 points gets you a final written warning. If you get a 6th point, it should be automatic termination, but they call it "Employment review". Anyways, there's this girl that works there who gets 5 points, has perfect attendance til they all roll off, then calls in 5 days in a row, no doc note or anything, so she's back to 5 points. This goddamn cycle has been happening for over 2 years. Every time she gets on a final warning she starts bawling in front of everyone. Biatch is probably bipolar. I know I'm not the only one with a coworker like this. Ugh.

Generous? That sounds insane.

Insane good or insane bad? Generous is relative, I was comparing it to my other jobs. Usually anyone who's out for a week or more automatically gets FMLA paperwork started.


I would say that's insane good and bad. Good because people who need it can take time off without worrying about their jobs, bad because it'd be so easily abused, screwing over other employees.
 
2013-07-15 12:25:27 AM

picturescrazy: 7th Son of a 7th Son: 1. Put snakes on plane: 7th Son of a 7th Son: My company has a very generous attendance policy. If you call in, it's 1 point. Points roll off after 90 days. If you're sick and have a doctors note, they group up to 5 days (in a row) as 1 point. Without a doctors note, they allow 3. If you have sick time (40 hrs a year after 2 years of employment) you can call in and use that without getting a point. At 3 points, you get a verbal warning, 4 points gets you a written warning, 5 points gets you a final written warning. If you get a 6th point, it should be automatic termination, but they call it "Employment review". Anyways, there's this girl that works there who gets 5 points, has perfect attendance til they all roll off, then calls in 5 days in a row, no doc note or anything, so she's back to 5 points. This goddamn cycle has been happening for over 2 years. Every time she gets on a final warning she starts bawling in front of everyone. Biatch is probably bipolar. I know I'm not the only one with a coworker like this. Ugh.

Generous? That sounds insane.

Insane good or insane bad? Generous is relative, I was comparing it to my other jobs. Usually anyone who's out for a week or more automatically gets FMLA paperwork started.

I would say that's insane good and bad. Good because people who need it can take time off without worrying about their jobs, bad because it'd be so easily abused, screwing over other employees.


That sounds insanely bad, period. Managing via demerit points? What a stupid way to run a company: on autopilot.
 
2013-07-15 12:25:44 AM
It really is easily abused, but that's the one thing that will benefit me when it's time to move up in the company. I haven't had any attendance points in over a year, and that's the main qualifier for advancing. Time will tell.
 
2013-07-15 12:40:44 AM

7th Son of a 7th Son: Insane good or insane bad? Generous is relative, I was comparing it to my other jobs. Usually anyone who's out for a week or more automatically gets FMLA paperwork started.


Insane as who would ever come up with or want to manage that? It's so clearly abusable and at the same time treats employees like delinquents.
 
2013-07-15 12:45:37 AM

antidisestablishmentarianism: Netflix is actually a very aggressive company. They only want the best and if you don't preform up to their expectations they will cut ties with you. They aren't ruthless about it but if you aren't up to snuff they have no problems letting you go.


Its not about being aggressive.  Its about the willingness to pay for the lawsuits.  At this point - two individuals on my team are completely weighing us down and will not achieve their objectives.  I can't fire their asses because of lame HR policies and fear of lawsuits.  Deadlines will be missed because of this.  It will cost us real money.
 
2013-07-15 02:57:29 AM

mrlewish: I didn't have a problem letting them go.


Me neither, though I was glad they offered a free trial so everyone could watch the new Arrested Development episodes without paying.
 
2013-07-15 06:38:41 AM

wildcardjack: This goes along with the lack of apprenticeship programs to show that the MBAs see labor and talent as a commodity. Before the MBAs they would take people, train them, and improve them. Now the people are leased office furniture. If they aren't working out for you, ya get a different piece.

That being said, I wonder what sort of metrics they're measuring at Netflix. The IT experts damn well better be at the top of their game, but the disc operations are incredibly automated and the metric should be "can you keep up with the sorting machines".

This is probably the type of person who takes new OS deployments to fire people because they don't have three years experience in it.




Who let the staffing companies rise to power. They are the reason there is a problem not the MBAs.
 
2013-07-15 06:56:19 AM
Boss: "Your skill set is no longer a match."

Producer: "What do you need from me?!"

Boss: "A 3% increase in the stock price to maintain my bonus."
 
2013-07-15 07:01:23 AM

phalamir: wildcardjack: Now the people are leased office furniture.

I first parsed that as meaning "the company makes employees pay it for the use of the employees' chair and desk" and all I could think was "Don't give them ideas!"


I wonder if they'll offer the option for employees to bring their own chairs. It could be an expansion of the bring your own device idea that some IT jobs have been promoting.
 
2013-07-15 07:16:16 AM

StoPPeRmobile: wildcardjack: This goes along with the lack of apprenticeship programs to show that the MBAs see labor and talent as a commodity. Before the MBAs they would take people, train them, and improve them. Now the people are leased office furniture. If they aren't working out for you, ya get a different piece.

That being said, I wonder what sort of metrics they're measuring at Netflix. The IT experts damn well better be at the top of their game, but the disc operations are incredibly automated and the metric should be "can you keep up with the sorting machines".

This is probably the type of person who takes new OS deployments to fire people because they don't have three years experience in it.

Who let the staffing companies rise to power. They are the reason there is a problem not the MBAs.


I'd imagine a few staffing cos. are the product of MBAs.
 
2013-07-15 08:35:57 AM

7th Son of a 7th Son: My company has a very generous attendance policy. If you call in, it's 1 point. Points roll off after 90 days. If you're sick and have a doctors note, they group up to 5 days (in a row) as 1 point. Without a doctors note, they allow 3. If you have sick time (40 hrs a year after 2 years of employment) you can call in and use that without getting a point. At 3 points, you get a verbal warning, 4 points gets you a written warning, 5 points gets you a final written warning. If you get a 6th point, it should be automatic termination, but they call it "Employment review". Anyways, there's this girl that works there who gets 5 points, has perfect attendance til they all roll off, then calls in 5 days in a row, no doc note or anything, so she's back to 5 points. This goddamn cycle has been happening for over 2 years. Every time she gets on a final warning she starts bawling in front of everyone. Biatch is probably bipolar. I know I'm not the only one with a coworker like this. Ugh.


That just sounds unnecessarily complicated.
 
2013-07-15 08:37:04 AM

7th Son of a 7th Son: It really is easily abused, but that's the one thing that will benefit me when it's time to move up in the company. I haven't had any attendance points in over a year, and that's the main qualifier for advancing. Time will tell.


And this sounds like a way to discriminate against people with kids. A necessary condition for a promotion is that you didn't get a cold last year?
 
2013-07-15 08:37:53 AM

YouAreIncorrect: show me: If the problem is, as they state, about skill set rather than "effort," maybe everyone would be better off if, oh, I don't know, they actally take some time and SCREEN their employees with an interview and maybe a test BEFORE they hired them?

Maybe if you would read the actual article you would see he framed it mainly as the skill set changing over the lifetime of the position, in which case initial screening is irrelevant.


Nice try, alt. If you're not an alt, you are too new to be relevant.
 
2013-07-15 08:58:03 AM

picturescrazy: 7th Son of a 7th Son: 1. Put snakes on plane: 7th Son of a 7th Son: My company has a very generous attendance policy. If you call in, it's 1 point. Points roll off after 90 days. If you're sick and have a doctors note, they group up to 5 days (in a row) as 1 point. Without a doctors note, they allow 3. If you have sick time (40 hrs a year after 2 years of employment) you can call in and use that without getting a point. At 3 points, you get a verbal warning, 4 points gets you a written warning, 5 points gets you a final written warning. If you get a 6th point, it should be automatic termination, but they call it "Employment review". Anyways, there's this girl that works there who gets 5 points, has perfect attendance til they all roll off, then calls in 5 days in a row, no doc note or anything, so she's back to 5 points. This goddamn cycle has been happening for over 2 years. Every time she gets on a final warning she starts bawling in front of everyone. Biatch is probably bipolar. I know I'm not the only one with a coworker like this. Ugh.

Generous? That sounds insane.

Insane good or insane bad? Generous is relative, I was comparing it to my other jobs. Usually anyone who's out for a week or more automatically gets FMLA paperwork started.

I would say that's insane good and bad. Good because people who need it can take time off without worrying about their jobs, bad because it'd be so easily abused, screwing over other employees.


I've heard of those systems in casinos.
 
2013-07-15 09:01:00 AM
The only thing I can say about the Netflix way is it sounds as if they have no training opportunities in the org.

You come in with a set skillset, you leave having not expanded your skillset. To me, that's more Job vs Career and would make Netflix no better than McDonalds on a resume.
 
2013-07-15 09:05:32 AM

YixilTesiphon: 7th Son of a 7th Son: It really is easily abused, but that's the one thing that will benefit me when it's time to move up in the company. I haven't had any attendance points in over a year, and that's the main qualifier for advancing. Time will tell.

And this sounds like a way to discriminate against people with kids. A necessary condition for a promotion is that you didn't get a cold last year?


It mentions sick time that you can use for no point deductions.
 
2013-07-15 09:11:34 AM

YixilTesiphon: 7th Son of a 7th Son: My company has a very generous attendance policy. If you call in, it's 1 point. Points roll off after 90 days. If you're sick and have a doctors note, they group up to 5 days (in a row) as 1 point. Without a doctors note, they allow 3. If you have sick time (40 hrs a year after 2 years of employment) you can call in and use that without getting a point. At 3 points, you get a verbal warning, 4 points gets you a written warning, 5 points gets you a final written warning. If you get a 6th point, it should be automatic termination, but they call it "Employment review". Anyways, there's this girl that works there who gets 5 points, has perfect attendance til they all roll off, then calls in 5 days in a row, no doc note or anything, so she's back to 5 points. This goddamn cycle has been happening for over 2 years. Every time she gets on a final warning she starts bawling in front of everyone. Biatch is probably bipolar. I know I'm not the only one with a coworker like this. Ugh.

That just sounds unnecessarily complicated.


That was also my take on what was "insane" about it.
 
2013-07-15 09:15:04 AM

7th Son of a 7th Son: My company has a very generous attendance policy. If you call in, it's 1 point. Points roll off after 90 days. If you're sick and have a doctors note, they group up to 5 days (in a row) as 1 point. Without a doctors note, they allow 3. If you have sick time (40 hrs a year after 2 years of employment) you can call in and use that without getting a point. At 3 points, you get a verbal warning, 4 points gets you a written warning, 5 points gets you a final written warning. If you get a 6th point, it should be automatic termination, but they call it "Employment review". Anyways, there's this girl that works there who gets 5 points, has perfect attendance til they all roll off, then calls in 5 days in a row, no doc note or anything, so she's back to 5 points. This goddamn cycle has been happening for over 2 years. Every time she gets on a final warning she starts bawling in front of everyone. Biatch is probably bipolar. I know I'm not the only one with a coworker like this. Ugh.


I'm a people manager in a multinational, and can tell you that is utterly nuts. Whomever came up with that policy was a complete moron with no regard for the reality of workforce management. I also think that if people would just start listening to their shoes, *really listening* they could hear a slightly damp rushing sound which may just be the thing which stops the thing in the back under the eye the thing which goes twitch twitch eek twitch eek eek and it's looking at me now make it stop looking at me now three lobed burning eye yog soggoth save me
 
2013-07-15 09:31:20 AM
As an IT worker I wish more places worked this way.  Instead people become less and productive over the years.  If they hadn't become less productive, they'd be in management or something by now.  When interviewing I ask the average tenure of the team, if it's over 5 years that's a big red flag for me.  This may or may not hold true for other career paths, but in IT it sure seems to.
 
2013-07-15 09:38:54 AM
Meh, they need to unionize, but the biggest obstacle to unions is that most employees think they are the best at what they do. Unions are bad for the great employees, but they protect the good, average, and bad employees from stupid management decisions. If more people were honest with themselves and admitted that they are an average employee at best they would then realize that unions are their best bet to survive in this economy.
 
2013-07-15 09:54:42 AM

7th Son of a 7th Son: 1. Put snakes on plane: 7th Son of a 7th Son: My company has a very generous attendance policy. If you call in, it's 1 point. Points roll off after 90 days. If you're sick and have a doctors note, they group up to 5 days (in a row) as 1 point. Without a doctors note, they allow 3. If you have sick time (40 hrs a year after 2 years of employment) you can call in and use that without getting a point. At 3 points, you get a verbal warning, 4 points gets you a written warning, 5 points gets you a final written warning. If you get a 6th point, it should be automatic termination, but they call it "Employment review". Anyways, there's this girl that works there who gets 5 points, has perfect attendance til they all roll off, then calls in 5 days in a row, no doc note or anything, so she's back to 5 points. This goddamn cycle has been happening for over 2 years. Every time she gets on a final warning she starts bawling in front of everyone. Biatch is probably bipolar. I know I'm not the only one with a coworker like this. Ugh.

Generous? That sounds insane.

Insane good or insane bad? Generous is relative, I was comparing it to my other jobs. Usually anyone who's out for a week or more automatically gets FMLA paperwork started.


Insanely bad.

My employment experience:

Burger flipping through high school and college: Me: "I'm sick" Employer: "Don't come in, we don't want you to make our customers sick. Get well soon."

All jobs since: Me: "I'm sick" Employer: "Don't come in, we don't want everyone else to be off sick next week. Get well soon."
 
2013-07-15 10:00:11 AM

wildcardjack: This goes along with the lack of apprenticeship programs to show that the MBAs see labor and talent as a commodity. Before the MBAs they would take people, train them, and improve them. Now the people are leased office furniture. If they aren't working out for you, ya get a different piece.


That's how management traditionally views labor, which is how we got a labor movement to begin with.

/Also, this whole, "Netflix has bad selection," thing? BS.
//Translates more to, "I want this thing that I've heard of and is on cable, but don't want to pay Cabletown for it."
///Which is really more about, "Content producers charge Netflix out the ass for rights to it, so Netflix can't or won't provide it."
////But it wouldn't be Fark if there weren't clueless opinions all over the place.
 
2013-07-15 10:34:02 AM

7th Son of a 7th Son: My company has a very generous attendance policy. If you call in, it's 1 point. Points roll off after 90 days. If you're sick and have a doctors note, they group up to 5 days (in a row) as 1 point. Without a doctors note, they allow 3. If you have sick time (40 hrs a year after 2 years of employment) you can call in and use that without getting a point. At 3 points, you get a verbal warning, 4 points gets you a written warning, 5 points gets you a final written warning. If you get a 6th point, it should be automatic termination, but they call it "Employment review". Anyways, there's this girl that works there who gets 5 points, has perfect attendance til they all roll off, then calls in 5 days in a row, no doc note or anything, so she's back to 5 points. This goddamn cycle has been happening for over 2 years. Every time she gets on a final warning she starts bawling in front of everyone. Biatch is probably bipolar. I know I'm not the only one with a coworker like this. Ugh.


What kind of work do you do? I mean I've always worked for people who treated me like an adult. If I'm sick, I call in sick. There's no point system. If I get my work done my attendance doesn't really matter. I manage a few people now and I have the same policy. We have specific work goals. Get your work done and you can be on Mars for all I care.
 
2013-07-15 10:37:30 AM

show me: If the problem is, as they state, about skill set rather than "effort," maybe everyone would be better off if, oh, I don't know, they actally take some time and SCREEN their employees with an interview and maybe a test BEFORE they hired them?


And if the needs of the company  and the demands of the market change? I think that is what the core of this argument is about - looking at where you want to be, and removing the impediments to getting there. I would note that evidently NF provides severance and paid time to look for a new position instead of a six month "performance plan" death march to the inevitable separation. Not great if you are the employee, but better than many places.
 
2013-07-15 10:50:05 AM
fogsmoviereviews.files.wordpress.com
 
2013-07-15 10:53:29 AM
I've done this with some employees who just shouldn't be working on cars and the hard part is after you pretty much lay it out (usually after they do some damage to a car) and tell them "working on cars isn't for you" they come back with "but I like working on cars"   I really hate to say "you suck get out of here" but sometimes a person just doesn't get what you are telling them.

I guess the advantage is usually this employee is in their first couple of weeks.   I had one guy who was a hard worker and nice kid but just shouldn't be working on anything mechanical. (just a note with tire techs if you find a hard worker you give them a little more time to train in hopes they get it). So I had a come to jesus meeting with him about his lack of skills and of course he "really wants to work on cars".  I told him that isn't going to happen with this company but you work hard and you're a good guy so I  will put you in the warehouse at the same pay. Nope he wants to work on cars, so he quits. Even the mechanics tried to talk to him about his lack of skills and that its better to keep any job than to have nothing.

nope.  last I heard about him is that he had tried working at a couple of shops and lasted about 2 weeks at each after doing some damage.
 
2013-07-15 10:57:46 AM
That all sounds well and good, provided that you are presuming the executive of the company has perfect knowledge of the skills and talents of ALL employees.   That is impossible of course, so you are now forced to presume that the lower level managers have perfect knowledge not only of the skills and talents of ALL of their underlings but also perfect knowledge and understanding of the executive's short and long-term plans and goals for the company, so they can perfectly apply this standard.

It all sounds great in business-school theory and lectures.  Try actually doing it.  Just try.  There are usually reasons why companies develop slightly more formalized and regimented hiring and termination policies.  Because this dream-fart of an idea doesn't work as described in the real world.
 
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