Posted on 01/19/2024 4:25:39 PM PST by DoodleBob
She may be right. But now it’s harder for her to find a new job.
“Her remote job, which she started at the end of August, was to sell ...”
And she didn’t sell
Brittany, they can let you go for any reason whatsoever other than race or gender. You are en employee at the employer’s pleasure, and for the benefit of the employer.
Who cares?
I watched the video.
Her firing was classless. It’s a textbook example of how NOT to do it. For openers, her boss wasn’t on the call. If you’re going to RIF someone, be a man and do it yourself.
But I suspect you’re right.
People who respond to this thread.
Ok, that’s funny.
Well...there’s always OnlyFans. LOL
Common courtesy seems to be dead everywhere. If an employee decides to take another job, it’s common courtesy to give at least a week’s notice. Likewise, if an employee is fired, it’s common courtesy to give a reason.
For one thing, you can’t improve yourself if you don’t know why you were let go. Was it just company downsizing, and had nothing to do with you? Or did it have everything to do with you?
Remote worker... at least they didn’t have to give her a box to pack up her stuff
She had a 90 day training period which took her to Thanksgiving, shutdown for Thanksgiving, Christmas and New Years and enterprise software at BEST is a 90 day lead time to close.
So basically she showed up for maybe 20 days of work after training, during the holidays, at the end of the year when you can’t get two decision makers working on the same days, let alone one or more teams, to make an introduction let alone to make a major purchasing decision that require dozens of budget and technology checks to be completed.
Which is why these sales processes take at best 90 daya.
My wife implemented a multi million dollar enterprise solution that is going to take a calendar year to build out and took 6-8 months from introduction of competitors to contract.
She’s unemployable in my book, simply for recording a company meeting like that.
Im sure the engineers and money makers in that company still have jobs.
No one (well, hardly anyone) likes a crybaby.
Maybe her boss got a 15 min. call just before she did.
It soumds like she took a lot of those courses where a majority of the grade is the work, not the actual answer.
You don’t have to give a reason and many times it is better not to. If it is a layoff of a large number of people, you could say “you do great work, the company is downsizing and many positions are being eliminated but we’ll give you a great recommendation” etc. But if you are firing an individual, better to say as little as possible. Do it fast, quick, and then be quiet. Let them rant if they must but just listen. Don’t say things like “this is hard for me” because it is far worse for the person being fired.
Most of the time I’ve had to fire someone it’s because they are no good or they cause problems or there is a personality conflict and I had to decide which person to keep for the sake of peace. In those cases, definitely can’t tell them why it will only be more hurtful and cause more drama.
Reached out but ‘didn’t hire her’. Sounds like the Seattle Seahawks and Kapernick.
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