I think you did right. Worst that can happen is she does some sabotage. But that applies to any person on disciplinary.
You're giving her the opportunity to rectify the situation, maybe she didnt know she was toxic. If you end up having to cut her loose you dont have to question the call, you gave her the opportunity to make right. It's not often I'll say I think matt Hoppes did the right thing, usuallynits "why is this guy making life so hard on himself" Hopefully she takes a corrective course and integrates into the team, pride is a hard thing to swallow, so punching it down her throat for her maybe did good. On Tue, Aug 3, 2021, 11:23 AM Matt Hoppes <[email protected]> wrote: > I am. > > On 8/3/21 10:14 AM, Chuck McCown via AF wrote: > > I have allowed fired people to come back a couple of times. Did not > work out. They have resentment that will not go away. Be ready to hit the > eject button without hesitation. > > > > Sent from my iPhone > > > >> On Aug 3, 2021, at 7:44 AM, Matt Hoppes < > [email protected]> wrote: > >> > >> So I ended up firing the employee at 9am Monday morning, which led to > a different direction than I thought it would. > >> > >> Essentially I thought there was going to be a screaming match and > accusations about how could I do this to them, etc, what have they ever > done wrong. > >> > >> Instead the employee broke down crying and started confiding in me that > their life sucks, they can't keep relationships, and they don't know what > to do and they need help. > >> > >> After about 30 minutes of talking I took compassion and offered the job > back with the following stipulations: > >> > >> * Bad behavior has to have punishment - 2 weeks unpaid leave of job > >> > >> * On return, we immediately sit down and re-work job position so it's > more of a work position vs a management position and have clear > expectations of what may and may not be done/said as well as what behavior > will not be tolerated. > >> > >> * There is a very short leash for the next few months during which time > we will be having weekly meetings to review behavior and progress as well > as if at any time I see behavior that is inconsistent with what needs to > happen we will immediately stop whatever is going on and go talk about it. > >> > >> I still don't know if I made the proper decision. I labored over the > firing all weekend making sure I was making the right decision and not in > haste, then made the decision Monday morning that it was a 100% firing > there would be no other outcome -- but it seemed like there was genuine > repentance and remorse and desire to get their life fixed (vs just "crap I > lost my job"). > >> > >> As someone who's ultimate goal for any employee is that they become a > better person both at work and in their personal life, I felt like I would > be doing this person a disservice if I sent them on their way and said "Go > in peace, keep warm and well fed" but did nothing for their physical needs. > >> > >> > >> I figure time will quickly tell of the desire to change is genuine or > not, and as long as we have clear expectations and rules laid out what harm > can there be? The employee did do good work that I myself hated doing, > their ability to interact with others was just...... severely lacking. > >> > >> I think this may have been the "rock bottom" event some people need in > their life to smack them upside the face. > >> > >> Thoughts? > >> > >> > >> -- > >> AF mailing list > >> [email protected] > >> http://af.afmug.com/mailman/listinfo/af_af.afmug.com > > -- > AF mailing list > [email protected] > http://af.afmug.com/mailman/listinfo/af_af.afmug.com >
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