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Hi Folks,
I have got an offer from Luxoft and they have kept a probation of 3 months. Can someone please let me know do they have a probation for all employees.
Also my designation in my current organization is Deputy Manager and they have give me Sr. Consultant not very happy with the designation.
Any suggestions?Luxoft
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Saw this gem on the front page of Reddit 🤣
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I think its human to feel bad, given you knew about his situation. But you are a manager who works for someone else, not yourself correct? Your job is to make the right decisions for your group, so based on what you described, it sounds like you did the right thing.
That one sounds like a lack of integrity on behalf of the other person
Provide a reference to help the employee get their next job? Or outplacement help? Career coaching. You cannot buy your way out of guilt but if it is not your money (the employer’s) there is more we can do for layoffs/firing/etc
DM I’m willing to help
Welcome to management. It never gets easier, but when it comes to performance plans, the warnings are very clear and it shouldn't be a surprise to anyone on a PIP.
If it helps, for all the involuntary terminations I've done in my career, they all landed on their feet fairly quick. Goes to show, sometimes they're just in the wrong place for them.
You may have done this person a favor in the long run
It’s normal to feel upset however it’s part of the nature of being a leader. I think it’s also important to give the employee adequate time to improve, and this is a two way street between you and the employee. The employee needs to produce, but similarly you need to set out very clear expectations for them. If you have clear expectations laid out, give them support and guidance to improve and they continue to fail, it’s on them and you’ve done what you can do.
I hear you, this is a good point
I think as long as you gave him notice he needed to improve and he did not, you really did all you could. On the brightside, lots of companies are hiring right now so he will have better luck than most
You decided to be loyal to your organization, not to the people who work with you. This is a decision you have taken when you accepted your position.
Either you can deal with it, and work on losing the empathy, which is needed for the job, or you cannot, and in this case, it is better to find an occupation more fitted to your values.
I am not in a position of leadership and refuse to have a managerial position mainly for this reason (and some others). That's a choice I made years ago and I stick with it, which means that I also missed career opportunities. But I am good with the decision, and would never exchange my integrity and values for money. It is already a big weight on my shoulders to simply work for a big corporation :) (Note that I stick with Indeed because I see them as lesser "evil" in the market).
I understand that in the current corporate system we need leaders to keep the machine running, and at least, I am pleased to see that there are some like you who think about the morality of having the power to completely disrupt (in good or bad) the life of other human beings.
Almost as soon as I started on my first managerial job, I had to lay off someone who wasn't cutting it for cultural reasons. Explore your guilt, and make sure you didn't do it, because you have aspirations of hiring "the best" and did not try hard enough to make it work with your employee. The number of wives and kids are his personal decision, and should not have much of an impact, given your focus should be on organizational and team success.
How do you lay someone off because of a lack of a cultural fit?
Very sorry you have to go through this. Unfortunately, as a people manager, this comes with the territory and I can tell you from (way too much) personal experience, that it never gets any better. Even harder when you've developed personal relationships with folks you need to let go.
For me, it's easiest when it's due to performance. It's hardest when it's due to simply downsizing / cost cutting.
Be proud it makes you feel guilty. Means you're still human.
It comes with being a manager, you sign up for both the good and the bad days. That being said, it sucks to have to let someone go. I have been there and done that and it doesn't get easier. You have to try and separate professional from personal which isn't easy.
Don't forget that failure is just a stepping stone towards success and that losing your job is a temporary thing, might even ignite the motivation needed for you ex-employee to improve.
Just wondering what exactly led the employee to PIP to begin with? This is surprising to hear considering most companies thoroughly vet candidates but I’m sure a lot folks just fall into bad habits, lazy etc..
It's no fun, but this was not really your choice. He failed to meet the company's criteria for continued employment - even after a PIP. If he did not add a positive net value to the team and company, then it is better for everyone - including him - that he find a job where he can. Now the question to consider is not about why he was let go, but why was he hired? What was missed? How can the hiring process be improved?
I've had to do it a handful of time in my career. If the guy has skills and just in the wrong role, have him reach out to me and I can help. If you want to talk about how I navigated that, happy to help with that as well, as I have my battle scars. I can be reached at LinkedIn: https://www.linkedin.com/in/alanjstein/