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re: CEO responds to 'painful' video of employee who went viral after being fired
Posted on 1/15/24 at 11:16 am to GumboPot
Posted on 1/15/24 at 11:16 am to GumboPot
ChatGPT:
Industries that are commonly more prone to layoffs include:
1. **Hospitality and Tourism:** Highly affected by economic downturns and global events.
2. **Retail:** Vulnerable to shifts in consumer spending and online competition.
3. **Manufacturing:** Susceptible to economic fluctuations and outsourcing.
4. **Automotive:** Sensitive to changes in consumer demand and global economic conditions.
5. **Construction:** Dependent on real estate trends and infrastructure projects.
6. **Airline Industry:** Subject to economic downturns and external disruptions.
7. **Oil and Gas:** Vulnerable to fluctuations in commodity prices and geopolitical events.
8. **Technology (Startups):** Rapid changes in market dynamics can impact startups.
9. **Finance:** Prone to restructuring during economic downturns.
Industries that are commonly more prone to layoffs include:
1. **Hospitality and Tourism:** Highly affected by economic downturns and global events.
2. **Retail:** Vulnerable to shifts in consumer spending and online competition.
3. **Manufacturing:** Susceptible to economic fluctuations and outsourcing.
4. **Automotive:** Sensitive to changes in consumer demand and global economic conditions.
5. **Construction:** Dependent on real estate trends and infrastructure projects.
6. **Airline Industry:** Subject to economic downturns and external disruptions.
7. **Oil and Gas:** Vulnerable to fluctuations in commodity prices and geopolitical events.
8. **Technology (Startups):** Rapid changes in market dynamics can impact startups.
9. **Finance:** Prone to restructuring during economic downturns.
This post was edited on 1/15/24 at 11:18 am
0
Posted on 1/15/24 at 11:18 am to Bert Macklin FBI
quote:
My main issue is that 3 months is not enough time to know if someone can do the job unless you are constantly hiring in groups and only retaining those that catch on quickest. Thats a shitty way to treat employees unless its known upfront by all new hires.
This is a direct result of all the job hopping that has been going. Employees have to produce and do it quickly because you don't have the luxury of slowly developing them.
And she was caught by surprise? She hasn't closed a single sale and is in sales. What did she expect?
Posted on 1/15/24 at 11:19 am to Undertow
quote:
Sounds like a shite way to develop a good team.
Sounds like they really don’t care about that.
Posted on 1/15/24 at 11:24 am to BamaAlum02
quote:
And she was caught by surprise? She hasn't closed a single sale and is in sales. What did she expect?
I guess that depends on whether or not she’s being truthful about her meetings with her manager. If her manager wasn’t being honest and kept giving her positive feedback, then that’s BS.
That’s why they should’ve had more of a reason and why her manager should’ve been in on the call.
Posted on 1/15/24 at 11:36 am to FairhopeTider
quote:
I guess that depends on whether or not she’s being truthful about her meetings with her manager. If her manager wasn’t being honest and kept giving her positive feedback, then that’s BS.
That’s why they should’ve had more of a reason and why her manager should’ve been in on the call.
Not disagreeing that she appears to have a terrible manager.
But are people so dense that it has to be spelled out that not making sales when you are in the sales department is a problem?
We are getting one side of this story and we are getting it in a childish and dramatic way. The manager could have said "appreciate the effort but we have to start closing these" and she thought that was great feedback. Or maybe he really is terrible and just said "keep doing what you're doing and you'll be fine". But I stand by the point that you have to have some situational awareness and understand that you are not producing. I would also guess that she received a big pay raise 3 months ago when she was hired because she told them how awesome she was in the interview process. Now she is realizing that in the real world those pay increases come with expectations to produce and she was not doing that.
Posted on 1/15/24 at 11:38 am to Will Cover
quote:
just because we fire someone doesn’t mean they’re a bad employee. It doesn’t mean won’t be really, really great somewhere else. Chris Paul was a bad fit for the Suns, but he’s undoubtedly a great basketball player.
Posted on 1/15/24 at 11:40 am to jclem11
(no message)
This post was edited on 3/13/24 at 11:40 am
Posted on 1/15/24 at 11:58 am to Odysseus32
there are a lot of people in this thread that missed some key points
she was hired and went through training for two and a half months, then got the month of december to work and then she got laid off. The company is saying it was performance based to try to avoid severance which is bullshite. she was right to call them out on the bogus performance reason for terminating her
so most likeky they overhired, early numbers for the sales department came in and didnt look great so a small scale RIF of 40/1500 was enacted to reduce sales head count.
she hadnt been there doing the job long enough to be properly evaluated unless she really sucked during the training phase. if she was doing poorly they should have put her on a performance improvement plan and documented everything. clearly they did not and the HR people were caught flat footed when she questioned them about her evaluations
the legit complaint the young lady may have is if she took the cloudfare job over some other offers and they did this to her three months later.
she was hired and went through training for two and a half months, then got the month of december to work and then she got laid off. The company is saying it was performance based to try to avoid severance which is bullshite. she was right to call them out on the bogus performance reason for terminating her
so most likeky they overhired, early numbers for the sales department came in and didnt look great so a small scale RIF of 40/1500 was enacted to reduce sales head count.
she hadnt been there doing the job long enough to be properly evaluated unless she really sucked during the training phase. if she was doing poorly they should have put her on a performance improvement plan and documented everything. clearly they did not and the HR people were caught flat footed when she questioned them about her evaluations
the legit complaint the young lady may have is if she took the cloudfare job over some other offers and they did this to her three months later.
This post was edited on 1/15/24 at 12:01 pm
Posted on 1/15/24 at 11:58 am to Will Cover
Had a friend at a megacorp get fired with a lump sum severance then get hired back with the same company while he was out interviewing. Didn’t get to work his 2 weeks, just let go then rehired with new company phone number and title.
Posted on 1/15/24 at 12:21 pm to Will Cover
Sound like shotgun approach to sales.
You hire x amount of people.
Some will do fine and some won’t.
Unfortunately, that the way life is.
You hire x amount of people.
Some will do fine and some won’t.
Unfortunately, that the way life is.
Posted on 1/15/24 at 12:25 pm to supatigah
(no message)
This post was edited on 3/13/24 at 11:40 am
Posted on 1/15/24 at 12:53 pm to supatigah
quote:if this is in fact the whole truth, pretty bad look for the company
she was hired and went through training for two and a half months, then got the month of december to work and then she got laid off. The
Posted on 1/15/24 at 1:43 pm to supatigah
quote:
there are a lot of people in this thread that missed some key points
You are missing them….
quote:
she was hired and went through training for two and a half months, then got the month of december to work and then she got laid off.
Wrong. She was given 3 months of “ramp up” time and lead into December, which despite what others are saying, is the most successful time for an OEM in IT. Also, she says she in fact lost all 3 contracts she delivered to clients and has yet to close a deal….
quote:
she was doing poorly they should have put her on a performance improvement plan and documented everything.
PIPs are not the same as they used to be, especially in a higher base salary position like she was in. She signed an offer to work “at will” for a good salary and wasn’t performing.
The company is the one at loss here, they pissed away $40,000 on Brittany and got nothing in return.
quote:
so most likeky they overhired, early numbers for the sales department came in and didnt look great so a small scale RIF of 40/1500 was enacted to reduce sales head count.
Cloudflare continues to post new sales opportunities, including Brittany’s exact position, on many sites. I’m sorry, but at a company like Cloudflare, if you can’t bag a couple renewals and a net new deal in the first 4.5 months…you don’t belong there.
Also, she talks to HR about her metrics, but you nor have seen any of those.
Look, this was handled poorly by Cloudflare. They simply should have let her go saying they no longer believe she can accomplish the goals set for her position and gave her the what is next speech and left it at that.
She handled it even more poorly by posting the recorded call and flaming everyone on LinkedIn. She’s worthless and can’t imagine anyone ever hiring her. My guess, some female manager will come along and feel bad for her and give her a chance, but my money says it won’t end will.
This post was edited on 1/15/24 at 1:47 pm
Posted on 1/15/24 at 2:33 pm to The Torch
quote:
Poor Snowflake In 2008 I was in the waiting room waiting for my mom to get out of open heart surgery when I received an email from HR stating, we needed to schedule a meeting to discuss my separation package. Yes - it was on a Blackberry I called in and found out 400 of us were shite canned. And I had a mortgage, two year old son, wife, two car notes etc etc I'm sure she will survive
This is one attitude I have never quite understood - “something bad happened to me, so when something bad happens to someone else it’s ok”.
A lack of empathy for others is a trait common to sociopaths and psychopaths.
Posted on 1/15/24 at 3:22 pm to tigernurse
quote:Unless you know how to swim!!!
I have a motto - never burn a bridge
Posted on 1/15/24 at 3:31 pm to jclem11
Well the way people behave these days you can't be upfront about things with them. The zoom call fire is pretty standard IMO.
Most people don't deserve a face to face because they can't handle a conversation like that.
Most people don't deserve a face to face because they can't handle a conversation like that.
Posted on 1/15/24 at 3:31 pm to Lima Whiskey
If you were in on the decision, you best be the one doing it....whether you fire them or honestly lay them off because you had no other choice.
Never had a problem firing someone.
Never had a problem firing someone.
Posted on 1/15/24 at 3:38 pm to Will Cover
HR is probably the most useless profession on the planet. I really can't think of another job that produces absolutely nothing yet seem to think they're the linchpin of a company.
Posted on 1/15/24 at 4:16 pm to Will Cover
Reading through that Ginger’s X feed - he seems like a complete prick.
His response to her getting canned was even more pathetic.
His response to her getting canned was even more pathetic.
Posted on 1/15/24 at 4:19 pm to Will Cover
The CEO's response.
Wait, what? Chris was absolutely a good fit for the Suns. They don't make the finals without him. Perhaps he meant the Warriors.
On a serious note. I find it sus that the company believes they can tell whether someone will be a successful sales person after only 3 months. I just don't buy it. Chances are they needed to let some people go due to over hiring. Naturally, they randomly chose some of the newbies over the seasoned workers who have already shown they can produce.
Also though, if you are firing someone due to performance issues, you should be able to directly point to their performance failure. If her manager never told her she was not performing up to par, then that is on management, not her. As someone else guessed, her manager may be gone as well
quote:
Chris Paul was a bad fit for the Suns, but he’s undoubtedly a great basketball player.
Wait, what? Chris was absolutely a good fit for the Suns. They don't make the finals without him. Perhaps he meant the Warriors.
On a serious note. I find it sus that the company believes they can tell whether someone will be a successful sales person after only 3 months. I just don't buy it. Chances are they needed to let some people go due to over hiring. Naturally, they randomly chose some of the newbies over the seasoned workers who have already shown they can produce.
Also though, if you are firing someone due to performance issues, you should be able to directly point to their performance failure. If her manager never told her she was not performing up to par, then that is on management, not her. As someone else guessed, her manager may be gone as well
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