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re: Firing people: High stress project, you gotta go
Posted on 8/17/14 at 2:54 am to Bushmaster
Posted on 8/17/14 at 2:54 am to Bushmaster
Just say "your services are no longer needed". End of story. I hardly ever say any more or less.
0
Posted on 8/17/14 at 5:33 am to Bushmaster
It's not the ones that you have to fire in your life that can make it miserable. It's the ones you that you don't.
Let them know you are giving them a new opportunity to find new work.
Hopefully, they all know where they stand (stood), in terms of written documentation prior to being let to and this won't come as a total surprise.
Let them know you are giving them a new opportunity to find new work.
Hopefully, they all know where they stand (stood), in terms of written documentation prior to being let to and this won't come as a total surprise.
This post was edited on 8/17/14 at 5:37 am
Posted on 8/17/14 at 5:40 am to lsu480
quote:
Constantly getting rid of the bottom 10% of your workforce and then hiring new people is the best way to build a successful workforce in my experience. If you do it for 6-12 months you are gonna be left with only studs.
Jack Welch philosophy. There's always a bottom 10 %.
My company subscribes to this, which is why we have over 60 % turnover within the first 6 months and have a Glassdoor rating of 1.7 stars.
Posted on 8/17/14 at 5:47 am to Will Cover
quote:
Jack Welch philosophy. There's always a bottom 10 %.
My company subscribes to this, which is why we have over 60 % turnover within the first 6 months and have a Glassdoor rating of 1.7 stars.
My first manager taught me how to do that and I have always done it since then, it REALLY works! I didn't know it came from Welch, I haven't read his book since HS(maybe college), but that is interesting and I may need to read it again and then check out his newer books.
This post was edited on 8/17/14 at 5:50 am
Posted on 8/17/14 at 7:26 am to skinny domino
quote:
20 years and these folks are not up to speed?
Sounds more to me like they've been there 20 years and they think they've earned the right to coast. They're not hungry anymore.
The problem with that is that the engineering game has changed drastically over the past 20 years. Clients are more demanding and the pace has accelerated, not slowed down. This is not a a good point in one's career to start slacking off.
Posted on 8/17/14 at 7:37 am to Bushmaster
I would start with reviewing the facts (together) of why each is performing poorly. Something to the effect of "I want to review this situation and get your thoughts." In theory they would agree with your assessment and be able to understand your position a bit better rather than a cold blooded "pack your shite".
Posted on 8/17/14 at 7:43 am to Bushmaster
Respect the employee
Do not sugarcoat
Short and sweet and first thing in morning and first part of week. Dont let them work all day and all week knowing they have to go
Tell them that their services are not longer needed and thank themfor their work.
Only address reasonings if they ask, and then havebullet list ready
Do not sugarcoat
Short and sweet and first thing in morning and first part of week. Dont let them work all day and all week knowing they have to go
Tell them that their services are not longer needed and thank themfor their work.
Only address reasonings if they ask, and then havebullet list ready
This post was edited on 8/17/14 at 7:45 am
Posted on 8/17/14 at 8:15 am to Rouge
I know nothing of Mec. E. what kind of mistake did he make that cost that much money? if you dont mind me asking.. obviously in general terms.
Posted on 8/17/14 at 8:43 am to Bushmaster
(no message)
Posted on 8/17/14 at 8:44 am to Bushmaster
If the engineers are making significant mistakes costing the company big money why are you offering them another job opportunity instead of releasing them altogether?
Posted on 8/17/14 at 8:46 am to Bushmaster
I've had to do that. I've also been on the recieving end of it once in a RIF about 12 years ago.
Best thing to do is be honest, respectful and as professional as you can be. Empathetic, but the business realities drive the decision.
If your company provides some form of outlet like other projects etc, then certainly offer that.
Having had to terminate folks for similar reasons, it sucks for the boss too, because typically these are good people, just not the best fit for the team now.
Best thing to do is be honest, respectful and as professional as you can be. Empathetic, but the business realities drive the decision.
If your company provides some form of outlet like other projects etc, then certainly offer that.
Having had to terminate folks for similar reasons, it sucks for the boss too, because typically these are good people, just not the best fit for the team now.
Posted on 8/17/14 at 8:49 am to mytigger
I agree. Don't transfer problems. Instead, deal with them appropriately and professionally.
Posted on 8/17/14 at 9:33 am to Will Cover
quote:
Instead, deal with them appropriately and professionally.
Would that include going to a public LSU message board first and saying that a guy who's name rhymes with Mechtel told you to fire 4 senior mechanical engineers who screwed up on a LNG project in Cameron Parish?
It almost seems like the guy the OP is trying to get fired is himself.
Posted on 8/17/14 at 9:39 am to Doc Fenton
quote:
Would that include going to a public LSU message board first and saying that a guy who's name rhymes with Mechtel told you to fire 4 senior mechanical engineers who screwed up on a LNG project in Cameron Parish?
No shite huh.
Posted on 8/17/14 at 9:47 am to Bushmaster
quote:
I have to tell 4 senior engineers they are no longer needed on our project and at the same time I had to hire people to replace their positions.
I have nothing personal against these people but they are not cutting it.
Some of these folks have been with our company for 20 years and will have to either choose to go to Australia or on another project or not.
Any way to sugarcoat this?
So you're in a management position and you run here to seek advice? Really?
Posted on 8/17/14 at 9:48 am to Bushmaster
What about civil engineers?
With a PE?
With a PE?
Posted on 8/17/14 at 9:48 am to partsman103
...
This post was edited on 8/17/14 at 12:09 pm
Posted on 8/17/14 at 9:50 am to Bushmaster
15 years experience:
Stick to the facts
Keep it short
Give them options, if any, and short deadline for decision
Stand up to shake their hand when you've said all you have to say. Don't let it drag out.
Stick to the facts
Keep it short
Give them options, if any, and short deadline for decision
Stand up to shake their hand when you've said all you have to say. Don't let it drag out.
Posted on 8/17/14 at 9:52 am to Bushmaster
email them link to this thread
Posted on 8/17/14 at 9:58 am to Cracker
Perhaps you aren't the supervisor you think you are. I have performed at my job with new hires and 10yr vets.
It's about motivating and understanding strengths and weaknesses.
I had a new guy who wasn't great at selling and computer work so I worked with him but I didn't need to on physical stuff. With my veteran he is a monster at selling and computer but can't do the physcial aspects so I cover for him. At the end of the day I hit my metrics and get the praise.
While you fire these people and hire new ones you should also reflect on what you could have done to be a better leader and what you need to improve on.
It's about motivating and understanding strengths and weaknesses.
I had a new guy who wasn't great at selling and computer work so I worked with him but I didn't need to on physical stuff. With my veteran he is a monster at selling and computer but can't do the physcial aspects so I cover for him. At the end of the day I hit my metrics and get the praise.
While you fire these people and hire new ones you should also reflect on what you could have done to be a better leader and what you need to improve on.
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