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| Blogs > wickedeasy > wicked and that ain't so easy |
another one bites the dust
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another one bites the dust god, i hate this part of my job. tomorrow i have to fire someone for gross negligence. well deserved termination. should be easy but i'm terrible at this. i think about their life and their family, their debt, their years of service. i make myself literally sick. i lost five pounds this week. so i'm thinking, if i fire 4 more people i could hit my weight goal. no, seriously....i suck at this. i dream about them for god's sake. i've managed all of the administrative parts and i have the agency in decent shape with replacements and new locks and tomorrow i talk to the full staff and the guests of the program. i've set the time for the meeting and i have HR sitting in. the board has been notified. i was let go once in a downsizing and it was devastating to me. maybe that's why i hate this so much. the first time i had to do it as a boss, i ended up taking the guy out to dinner for goodness sake. at least i don't do that anymore...talk about lack of boundaries...jeeze. it sucks. i hate it. this person is someone i've hugged a million times. we've shared life stories. i like her. charlie just stole half a chicken off the counter. i didn't fire him.....sighs. ick You cannot conceive the many without the one. |
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Do the best you can     ---------------------Dennis US ARMY (RETIRED) AND YOUR FRIEND I never mean to offend(blog or comment) anyone ,If I do contact me please. Please check out my blog Harley-Davidson Drive(19harley86)
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It really does suck. I had to fire a few people over the years since I couldn't counsel them out of their jobs. Three of them sued me in federal district court-I won but it's incredibly stressful. Good luck. Be firm but kind. Never ignore those who care for you you will have lost diamonds while you were collecting stones
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I'm sorry...that is way ick all the way around. I'll be thinking of you! XOXO Always tell the truth Use kind words Keep your promises Giggle and laugh Be positive Love one another Always be grateful Forgiveness is mandatory Try new things Say please and thank you Say your prayers Smile ~Author unknown
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Double ick. Best of luck to you today.  
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10/15/2012 7:08 am |
Sorry, my heart goes out to you both.
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Sorry! It seems like you've written about her here before? In any case, have a glass of wine tonight, snuggle with Charlie, and put your feet up! Age cannot wither her, nor custom stale Her infinite variety. Other women cloy The appetites they feed, but she makes hungry Where most she satisfies. For vilest things Become themselves in her, that the holy priests Bless her when she is riggish. ~~ from Antony & Cleopatra
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Hugs. I hope it goes as gently as possible.
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By the way you've specified "gross negligence, well deserved termination" it sounds like there's no alternative. I wish for you a gentle day.  Elevate me... 
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It ain't the worst thing, to fire the critter. Now, if you'd not given her a warning about performance issues, and then established a goal for improvement--that might be the worst thing.  I had to dump 175 peeps all at one time, back in '92. Of course, it was easier... knowing the company was goin' under. And I made sure each of them knew why they were solely responsible for that fact.  I'm sorry, oui, that you have to endure their hardships. But then... that's just how you roll; and that's why no one else can do it with more kindness than you. Solar...
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I have always found it hard to show someone the door. Doesn't stop it from happening. I guess, whatever the basis for the firing, we're all human and this is your natural compassion shining through. warm xx
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By now, W.E., the deed is done and you managed to get home and feed Charlie the rest of the chicken if there was any left. I remember the 1st person I fired (and could tell the whole story if asked, names even) as it was tough. It never got easier [which is why I can never trust someone who says "I like to fire people"] but I have gotten much better at the whole process. As the prior posters have said, if the person had an ongoing performance problem, and had regular coachings to help them improve, and did not, at some point, you must pull the plug. The rest of the organization knows of the problem, and knows of the issues (if not the specifics) and if there are no teeth in performance improvement, the whole organization goes down hill fast. And if instead, the problem was a first occurance but so totally outrageous as to be a termination cause, then the whole organization knows of that too (again, maybe not the specifics, but the rumor mills are fast and secure in any organization). YOU owe to everyone but especially to yourself to take action. YOUR credibility and integrity is on the line at that point. SO, you did what you had to do, and you did it in the best way possible, and now your organization is improved for it. Hugs to you, dear W. Chas
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WE, I can relate. I had to do this a few times as a manufacturing manager for P&G. Fortunately, they had a very sound system for managing performance and counseling with people who were under-performing. By the time that termination was the only remaining option, the under-performer had had plenty of warning and opportunity to correct their performance. And they had had the opportunity to meet with my superiors in the event they thought I was treating them unfairly. When it came down to the termination, it helped me to relieve my own anxiety by realizing several important things: (1) the person had been given plenty of documented warnings and a lot of time to improve their work performance, (2) the person had had the opportunity to discuss their situation with my immediate manager and also with the plant manager, (3) the person might be better off in some other line of work where their skills, interests and aptitudes would line up better with the job requirements, and (4) some other needy person would get the opportunity to hire on with our company and make a great career with P&G. After years of agonizing over performance problems, disciplinary actions and terminations, I consoled myself by realizing that it was really not me who was making the decision to terminate the poor-performing employee. Rather it was the employee who, through their inattention to work performance and unwillingness (or inability) to improve even after given 2nd and 3rd chances to do so, actually made the decision to terminate themself. IF you realize that you have done everything you can to help an employee meet your work performance standards and that you have been counseling with them all along the way, then it's no longer such a hard thing to do. Get the person to accept the fact that he/she is just not a good fit with your organization but may be an excellent fit in some other line of work. That way they can move on and find something more suited to their interests and abilities. You will do this right, because you care about people!
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"Fire the whole personnel department … Fire the whole purchasing department. They'd hire Einstein and then turn down his requisition for a blackboard." Robert Townsend (1920–199  , US business executive and author Source: Up the Organization (1970)
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i've been laid off. and i've been fired. none of it killed me.
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RATS re: the local paper. There are times when the need for the publics' right to know is darn inconvenient. Chas
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