Being Fired from a job

[danthony]

endorsed to the maxx.......

if you cant do what u want when u want then do what u must to get what u want!

Well said............
and electrotechnic!

[kilaj1]

I don't really see anything wrong with those tactics for firing someone. When I was in JA I worked in Management and had to fire about 10 people on my team for various reasons. And in some cases they feel that they have been wrongly fired and they do get pissed...one almost knocked down my manager trying to get back to her desk...it was a female too...was kinda funny.

[Billy The Kid]

Kila you are quite right. People jump off buildings and over bridges when they learn that they are being fired (no matter how its done) and I think that as extreme an action you might see. So you can imagine what else they can do:
1) Right off all database and backups while clearing them desk.
2) injure or kill an employee they didnt like or who you think responsible for them being fired.

And there are lots of other things that a person being fired can do the harm a company.

Companies have to protect their investment and as cruel as Chis' example sound they did what was needed to do

[BlackCryptoKnight]

I don't really see anything wrong with those tactics for firing someone. When I was in JA I worked in Management and had to fire about 10 people on my team for various reasons. And in some cases they feel that they have been wrongly fired and they do get pissed...one almost knocked down my manager trying to get back to her desk...it was a female too...was kinda funny.

Kila you are quite right. People jump off buildings and over bridges when they learn that they are being fired (no matter how its done) and I think that as extreme an action you might see. So you can imagine what else they can do:
1) Right off all database and backups while clearing them desk.
2) injure or kill an employee they didnt like or who you think responsible for them being fired.

And there are lots of other things that a person being fired can do the harm a company.

Companies have to protect their investment and as cruel as Chis' example sound they did what was needed to do

I agree that companies have to protect their assets, and minimize the risks associated with terminating employees. But what some companies fail to realize, is that the best way to minimize the risk of sabotage from disgruntled employees, is to cultivate good will among the staff. If there is good will between staff and the company, then much of the motivation for any malicious action would not be there.

Certainly, when it comes to termination, you need to have a process that protects the company, but that process should be fair to the employee as well. If your staff feels that you treat employees unfairly especially when it comes to termination of service, what impact do you think that has on loyalty and productivity? Does that cultivate an atmosphere of good will or disgruntlement? How does that in turn, impact on the security risk exposure of the company to threats from the inside?

This business of not considering the psychological and emotional impact of actions and decisions on employees and their morale is a fatal flaw in the plans of many an organization. Then they wonder why they don't achieve their goals, or why there are so many issues they have to contend with ...

[zRo ToLeRaNcE]

The type of attitude which will see an employee escorted out is definitely going to decrease the Good Will other employees have (or more than likely HAD) with the company.

Imagine hearing or even worse...seeing your co-worker or boss escorted out the building. There are two (2) things that comes to mind
1. He did something really bad
2. The Company just wicked man

Anyway you take it, other employees start to wonder when is their time AND may even preempt the escort with some sabotage.

[BlackCryptoKnight]

I'm curioius about something. For those who voted that they didn't know whether they were fired or terminated from a job ... y'all are kidding right? I put that option in just for laughs

For those who have been fired/terminated, how did that affect your careers moving forward? How did you deal with it internally, and how did you handle situations when you were asked about it in interviews etc.?

[NALLIS]

if you have ever worked at EOJ before then probably you have been fired before

for being human and anti-slavery that is lol

[BlackCryptoKnight]

if you have ever worked at EOJ before then probably you have been fired before

for being human and anti-slavery that is lol

I'm sure that's not the reason they'd give for firing people.

[kilaj1]

Certainly, when it comes to termination, you need to have a process that protects the company, but that process should be fair to the employee as well. If your staff feels that you treat employees unfairly especially when it comes to termination of service, what impact do you think that has on loyalty and productivity? Does that cultivate an atmosphere of good will or disgruntlement? How does that in turn, impact on the security risk exposure of the company to threats from the inside?

This business of not considering the psychological and emotional impact of actions and decisions on employees and their morale is a fatal flaw in the plans of many an organization. Then they wonder why they don't achieve their goals, or why there are so many issues they have to contend with ...

You see thats the thing....in my experience with firein people...they have all bin justifiable terminations...from a legal and company point of view....BUT the person being fired doesn't see that. In the Freezone in mobay, the number one thing people get fired for there is fraud or stealing from the company. In one of my fireing instances, this lady proceed a free order of post cards, about 1000 of them (about 150USD worth i think), when the company did an audit on there client database (no one but management knew they could do that) they saw an account that had nothing but free orders in it, big red flag, check the post card, the girl's name big and bold..address and phone number. she was called into a exit interview (thats what they called it) and she was saying she did nothing wrong most of the terminations I've bin in this is there excuse.

When it came to termination due to productivity, I actually fight for the members of my team, which included "missed placed" progress reports untill they started producing which they did, but once they slip up they get the axe...not because of upper management, but because they failed to meet my Goal that I set for them...of course u go through the Verbal warning ...written warning and final warning thing...

In the end 1 persons productivity, or lag there of, affected the entire team; and I don't see why one person should have that affect on an entire team

[BlackCryptoKnight]

You see thats the thing....in my experience with firein people...they have all bin justifiable terminations...from a legal and company point of view....BUT the person being fired doesn't see that. In the Freezone in mobay, the number one thing people get fired for there is fraud or stealing from the company. In one of my fireing instances, this lady proceed a free order of post cards, about 1000 of them (about 150USD worth i think), when the company did an audit on there client database (no one but management knew they could do that) they saw an account that had nothing but free orders in it, big red flag, check the post card, the girl's name big and bold..address and phone number. she was called into a exit interview (thats what they called it) and she was saying she did nothing wrong most of the terminations I've bin in this is there excuse.

Hey, if termination is justifiable, it's justifiable. You have to do what you have to do. You just have to make sure that your termination process is one that is fair, effective and can hold up to scrutiny.

When it came to termination due to productivity, I actually fight for the members of my team, which included "missed placed" progress reports untill they started producing which they did, but once they slip up they get the axe...not because of upper management, but because they failed to meet my Goal that I set for them...of course u go through the Verbal warning ...written warning and final warning thing...

In the end 1 persons productivity, or lag there of, affected the entire team; and I don't see why one person should have that affect on an entire team

You have to be careful with performance based terminations. Such things have to be clearly documented and justified, or else you open yourself to wrongful dismissal lawsuits. Again, that process would have to be able to hold up to scrutiny, and be fair.