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I think I am going to fire someone next week.

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Posted

My question is; should I hire the qualified and bright business major, or the really hot college coed? (;

Firing should be quick and clean. Thank them, follow them to their desk, and escort them out the door. That way they can't talk to the other employees, or steal/break anything. Make sure you get any passwords to to the computer, and or company systems. Make sure with IT, they can't access anything from the outside/offsite.

As for hiring, hire the best looking business major! Think Slema Blair! She can look average, but then she can look hot!

selma-selma-blair-26060171-1735-2560.jpg

selma-blair-4.JPG

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Posted

Can you not talk to the person first?

Explain what is going on, and what is expected?

If your hours are 9-5, call him/her into the office at 4:30 on Friday.

If you are going to do it, do it soon (i.e. tomorrow) as the holidays are around the corner. Give him the opportunity to find another job before the holidays.

Yeah right before Christmas is pretty harsh. Can you not wait until the new year?

Also

If you are my boss I promise I'll make quota this month and all of us reps have a reaaaaally good Christmas present planned for you

Glad I'm not the only one thinkings this....Has he done something so wrong that you should fire him before the holidays? Why not just a warning shot and let him know he's on probation.

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Posted

I've been downsized twice both before the holidays. They do that often make their numbers look better

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Posted

Unfortunitly the longer I prolong firing this person, the worse it will get/harder it will make my job. The only thing that matters in sales is numbers, if my reps are not hitting their number, then I am not hitting my number.

Training someone takes 4-6 months. Our 3rd quarter starts Dec 1st.

I really have no choice and can't take the time of year into consideration when it comes to letting someone go, unfortunate as that may sound...I'm not risking my job for a non-proformer.

Yay corporate 'Merica!

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Posted

I've been downsized twice both before the holidays.

All the Pizza Inn jokes you've made, and you set me up like this?

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Posted

Unfortunitly the longer I prolong firing this person, the worse it will get/harder it will make my job. The only thing that matters in sales is numbers, if my reps are not hitting their number, then I am not hitting my number.

Training someone takes 4-6 months. Our 3rd quarter starts Dec 1st.

I really have no choice and can't take the time of year into consideration when it comes to letting someone go, unfortunate as that may sound...I'm not risking my job for a non-proformer.

Yay corporate 'Merica!

December is the best time to train someone anyway since it is so slow. Tell em not to let the door hit them in the ass on the way out.

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Posted

Since you've got the paper trail and human resources is involved, I'm assuming you've already talked to the person. Do what you've got to do. You're in the managerial position and you have to make tough decisions. If you can't do it, step down.

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Posted

I'd ask you all to go back and look at history. All those textile companies and furniture companies that closed their doors and sent jobs overseas during the last 12 years? Most of them did it during the last quarter of the fiscal year, generally between September and January.

I live in the town which houses the corporate offices of Hooker, Stanley, Basset furniture, formerly DuPont, Tultex, VF and several others- they all closed up shop right before the holidays.

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Posted

I've got two who are doing half the production of the others and yesterday we talked to them. I felt like a dick but it had to be done. This is why I hate the "everyone gets a prize" thing we have going on in schools and youth athletics nowadays. Kids grow up thinking there's no such thing as "not good enough."

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