Firing someone over Teams

A guy in the US from my old team got given their papers with their paycheck, like your P45 or US equiv. and no one had told him he was fired. He called up his company manager (who wasn't actually his line manager, but you need a company one if your line manager is overseas) and was like WTF is this? He was like errr... let me get back to you... called his actual boss who was like oh yea, ****, forgot that... deal with it.

Companies are fun. Do that!
 
Once someone was fired and refused to leave site and threaten with violence. Security was scared to do anything and the police needed to be called.

I wish teams was around when I was doing the rounds. Disciplinaries, Performance Management and Dismissal are some of the most uncomfortable things I have ever had to deal with. It is a little bit easier to tell someone they are useless behind a screen!
 
adam cool dude said:
Once someone was fired and refused to leave site and threaten with violence. Security was scared to do anything and the police needed to be called.

I wish teams was around when I was doing the rounds. Disciplinaries, Performance Management and Dismissal are some of the most uncomfortable things I have ever had to deal with. It is a little bit easier to tell someone they are useless behind a screen!
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As a leader that's fired someone, there's an air of fear in the eyes of those you talk to in the office after firing someone. If I have to fire someone, I will usually bring the team together after to draw a line under it and help the recovery process.
 
We had the meeting yesterday and he is now dismissed. He took it quite well - very stoic in his response. But he did ask several times if he could finish the grad scheme and whether there were any other positions available in the company. This had been my first consideration, so the answer was no.

I'm very glad that it's done. Not a nice thing to do.
 
It's never nice. I'm actually very lucky in that regard - I've only had to dismiss one guy who failed his probation. He had interviewed well, but in practice was clearly out of his depth. He was a very very nice guy but he was not capable of operating anywhere near the level we required. If we had had a junior opening we'd have possibly looked at moving him to that, but we didn't, and so we had to make the decision to let him go.

The other two times I've had people with poor performance or behavioural issues, they have managed to read between the lines and found jobs elsewhere before it came to formal procedures.
 
dirtychinchilla said:
We had the meeting yesterday and he is now dismissed. He took it quite well - very stoic in his response. But he did ask several times if he could finish the grad scheme and whether there were any other positions available in the company. This had been my first consideration, so the answer was no.

I'm very glad that it's done. Not a nice thing to do.
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What did you tell him?
 
dirtychinchilla said:
I highlighted several examples of goods work not meeting the expected standard and informed him that we had considered other roles in the company but that none were free. It was pretty clear cut after that
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That's good, I along with other people I know got the generic BS with bare minimum...
 
If I'm let go, the first thing after the call I do is simply close the laptop and let it run out of juice. Everything they will interact will go to the personal email so not really an issue and as everyone knows you're classed as a risk until you're out of the office/the equipment is deactivated.

Lastly - by the point it's got to the <2 year termination meeting, all avenues and decisions have already been made and you're already out of the door but don't know it (although typically the signs are there).
 
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