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re: CEO responds to 'painful' video of employee who went viral after being fired
Posted on 1/15/24 at 8:07 am to jclem11
Posted on 1/15/24 at 8:07 am to jclem11
quote:
This may be true. However, she makes good points about how spineless and cowardly MegaCorps are.
The managers and suits do not have the balls to tell the people to their face.
These drones just read the same bullshite script over and over all day.
It is funny how the suits always get their giant severances and golden parachutes when they frick up but the little work bees continuously get fricked over and over again.
They used to tell people to their faces and there was no HR. You can thank the government, civil rights act, and other crazy stupid legislation and laws that make it damn near impossible to do anymore.
This girl seems like she would file a discrimination lawsuit, she has activist tendencies .
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Posted on 1/15/24 at 8:08 am to jclem11
quote:
This may be true. However, she makes good points about how spineless and cowardly MegaCorps are.
I agree, it was not the right move for the manager not to be on the call, but she was even worse in her responses everywhere.
quote:
The managers and suits do not have the balls to tell the people to their face.
She also never got hired meeting them in person. Doesn't mean you piss all over them online. She was a number to them that didnt produce, never went into the office and thought she should be entitled to coast...then blames "the big company" for "lying to her" and "not giving her enough time." What manager out there wants a POS like that working for them...imagine the day to day conversations and 1:1s....
Posted on 1/15/24 at 8:08 am to Will Cover
quote:
Sadly, we don't hire perfectly. We try to fire perfectly.
Wow, that has to be the quote of the year.
Posted on 1/15/24 at 8:08 am to RoyalAir
quote:
Every time I've ever had to let someone go, they know it's coming. There have been conversations, reviews, documents, metrics, etc. And I'm the guy who calls (also fully virtual), with HR riding shotgun. After I explain that we have to let them go, HR walks through next steps. HR and I meet to walk through the game plan before I call, so we're in lockstep. But most importantly, the employee being fired is not caught unaware or by surprise.
All of this. Same any time I have let an employee go. There's enough documentation that they know what's up.
Posted on 1/15/24 at 8:09 am to TJack
quote:
TJack
How did you pan out? I'm sure you're fine. Would you rather your old boss tell you in advance you were getting fired so you don't buy that house and delay your life and goals even longer?
Posted on 1/15/24 at 8:12 am to Will Cover
quote:
You can tell that she is young, and naive.
Good luck getting hired by anyone else knowing that she'll live stream any grievance for online clout.
Posted on 1/15/24 at 8:13 am to IT_Dawg
That may be true but her video is a good illustration of what is wrong with MegaCorp "culture".
You are just a number and get fricked over by the shitty decisions of the people above you and the C Suite.
Meanwhile C Suites constantly underperform or crash companies and are awarded lavish frickin severance packages and payouts.
Can you not see how that does not sit well with Joe Six Pack and average workers?
We work more hours than ever and productivity is at record highs. We constantly have "record profits" but somehow wages have stayed stagnant for decades and only recently have risen.
The country is sitting on a powder keg and soon the middle and lower classes and youth will save frick everything and burn it all down.
You are just a number and get fricked over by the shitty decisions of the people above you and the C Suite.
Meanwhile C Suites constantly underperform or crash companies and are awarded lavish frickin severance packages and payouts.
Can you not see how that does not sit well with Joe Six Pack and average workers?
We work more hours than ever and productivity is at record highs. We constantly have "record profits" but somehow wages have stayed stagnant for decades and only recently have risen.
The country is sitting on a powder keg and soon the middle and lower classes and youth will save frick everything and burn it all down.
Posted on 1/15/24 at 8:16 am to Will Cover
I feel like these kinds of layoffs are rare in the medical, engineering or other specialized fields and just the norm in finance, banking and sales.
Posted on 1/15/24 at 8:17 am to jclem11
quote:
Don't worry about me, champ. I am confident that I am wealthier than you are.
I do very well for myself.
Oh no...
Posted on 1/15/24 at 8:26 am to kengel2
She had zero sales? No wonder she got fired.
Posted on 1/15/24 at 8:28 am to Will Cover
I've seen many videos of clones of her doing "Day in the life of a (bullshite job) for (some overrated tech company)"
I have a suspicion that she may not have been the hardest worker.
I have a suspicion that she may not have been the hardest worker.
Posted on 1/15/24 at 8:28 am to Hangover Haven
quote:
She got fired over a Zoom meeting…..
I got divorced via text messages
Posted on 1/15/24 at 8:31 am to Will Cover
HR department is completely useless in most companies these days.
Posted on 1/15/24 at 8:32 am to jclem11
quote:
That may be true but her video is a good illustration of what is wrong with MegaCorp "culture".
Don't work for a MegaCorp...
quote:
You are just a number and get fricked over by the shitty decisions of the people above you and the C Suite.
Another reason not to work for a MegaCorp...
quote:
Meanwhile C Suites constantly underperform or crash companies and are awarded lavish frickin severance packages and payouts.
Good For them...everyone wishes they could do this...
quote:
Can you not see how that does not sit well with Joe Six Pack and average workers?
Yea...then dont work for a MegaCorp. She should have learned her lesson about MegaCorps and moved on. She acted like an entitled little twit. Going public on TickTok and LinkedIn to complain like this is absolutely not appropriate and makes you look foolish and unhireable.
She signed an offer letter with Right to Work language. Welcome to life.
Posted on 1/15/24 at 8:32 am to Will Cover
If people didn't sue over every little thing then this might not happen. HR is probably in a different state and they use them to make sure they do not get sued. People trying to sue everyone else is up there with the southern border as far as issues plaguing this country go
Posted on 1/15/24 at 8:32 am to HeadSlash
She isn't going to get hired most probably. Hope she got her fame and likes. She is probably correct but burning bridges and exposing HR will make future employers think twice about hiring her.
If you think so bad of the company, why do you want to stay with them anyways?
If you think so bad of the company, why do you want to stay with them anyways?
This post was edited on 1/15/24 at 8:37 am
Posted on 1/15/24 at 8:34 am to IT_Dawg
quote:
Don't work for a MegaCorp...
I don't. Do you not have the ability to empathize and relate to other people's suffering?
quote:
Another reason not to work for a MegaCorp...
See above.
quote:
Good For them...everyone wishes they could do this...
Woof. You made good progress but fell back to sucking off the suits.
quote:
Yea...then dont work for a MegaCorp. She should have learned her lesson about MegaCorps and moved on. She acted like an entitled little twit. Going public on TickTok and LinkedIn to complain like this is absolutely not appropriate and makes you look foolish and unhireable.
I generally agree. However, if enough people put these shitty companies on blast things may start to change.
This post was edited on 1/15/24 at 8:41 am
Posted on 1/15/24 at 8:38 am to Inadvertent Whistle
After watching that video, I have a theory. I think that her manager was also performing poorly, and was let go prior to the meetings with the team. He was not managing his team to their goals and was not holding them accountable. This would account for the manager being absent from the call and the fact that neither one of the HR bots mentioned consulting with him to get her more information. If that is the case then they won’t publicly say anything because it would be a confidential personnel matter.
Now, in the absence of proper training, coaching, and managing, is it fair to let these employees go? That’s a different matter. Again- conjecture, but I’m guessing they were still in a “probationary” new hire period which makes it much easier for them to let people go. Not as much performance documentation and less HR hoops to jump through. As such, they wanted to cut ties now, rather than see if with a better manager performance would improve and old habits would be trained out. I’m sure someone did the math on the cost to replace these employees and it worked out to go ahead and replace them.
An aside- I’ve worked (for a short time) managing in a company which had adopted the plan that a certain percentage of the workforce were going to be rated as needing improvement. The philosophy was that we should be getting rid of a certain percentage of employees each year to (hopefully) replace them with better performers. I hated that philosophy. Didn’t make sense to me. Mathematically, of course it sounds good. In the real world, dealing with people, it doesn’t work if you are at all concerned with employee morale (more pizza, awesome!) and well-being.
Now, in the absence of proper training, coaching, and managing, is it fair to let these employees go? That’s a different matter. Again- conjecture, but I’m guessing they were still in a “probationary” new hire period which makes it much easier for them to let people go. Not as much performance documentation and less HR hoops to jump through. As such, they wanted to cut ties now, rather than see if with a better manager performance would improve and old habits would be trained out. I’m sure someone did the math on the cost to replace these employees and it worked out to go ahead and replace them.
An aside- I’ve worked (for a short time) managing in a company which had adopted the plan that a certain percentage of the workforce were going to be rated as needing improvement. The philosophy was that we should be getting rid of a certain percentage of employees each year to (hopefully) replace them with better performers. I hated that philosophy. Didn’t make sense to me. Mathematically, of course it sounds good. In the real world, dealing with people, it doesn’t work if you are at all concerned with employee morale (more pizza, awesome!) and well-being.
Posted on 1/15/24 at 8:38 am to Will Cover
Managers should be there when someone gets fired, but because we have become such a litigious society, things like that can go by the wayside. I know as a male manager, there is zero shot I ever fire a female by myself, as it's a high stress situation and people will do/say anything to hurt the other person.
Posted on 1/15/24 at 8:41 am to Ancient Astronaut
quote:
She had zero sales? No wonder she got fired.
It sounded like the timing was terrible for her. But her manager outsourcing the firing to HR is bull shite. The HR people should have just come clean..."we are cutting your job because your numbers were among the lowest of x-percent regardless of extenuating circumstances and it's company practice to layoff underperforming sales people periodically".
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