Yep, the difference being that here it doesn't matter if you've been there 2 weeks or two decades. Here's your notice, thanks very much, goodbye.
Waiting for more heads to roll over the coming weeks. Maybe mine, who knows.
This Business and Moment...
- Thread starter randomshenans
- Start date
Waiting for more heads to roll over the coming weeks. Maybe mine, who knows.
Coming home explaining to your partner you lost your job 3 weeks before Christmas........
Coming home explaining to your partner you lost your job 3 weeks before Christmas........
Haven't done it yet but...i cant see any way around it. Hes just terrible.
Its going to sound harsh but hes just too dumb! Cannot follow simple instructions. Even when shown repeatedly how to do something he still gets it wrong. And I mean simple tasks here.
Coming home explaining to your partner you lost your job 3 weeks before Christmas........
Been there - both sides of the coin (firing a contractor due to inability todo the role just before the Christmas furlough, and being made redundant last day of November). Sorry to say it's business.
Incidentally I can see a spree of short term firings as time limits move from 2 years back to 6 months again:
Six-month unfair dismissal right to begin in January 2027
Labour ministers will commit to the start date next week after previously watering down the new protection.
www.bbc.co.uk
Sadly as I've found over the years you can't fix stupid.
Been there - both sides of the coin (firing a contractor due to inability todo the role just before the Christmas furlough, and being made redundant last day of November). Sorry to say it's business.
Incidentally I can see a spree of short term firings as time limits move from 2 years back to 6 months again:
Six-month unfair dismissal right to begin in January 2027
Labour ministers will commit to the start date next week after previously watering down the new protection.
Goes back to what I said about never stay loyal to any company. As they will bin you off if the numbers don't add up on a spreadsheet.
Its so frustrating. Ive taken about a dozen guys from absolutely awful backgrounds through apprenticeships and up to supervisory and even management positions. But this guy...literally couldn't refit a loose door handle.
Trained 4 people on the same process - 3 middle age blokes and a 17 year old girl, 2 of the blokes have been with the company some years so should be at least passingly familiar with the process and be able to drop into it easily, the other two have been with us a few short weeks. The girl picked it up in short order - little bit of trial and error and then she even implemented the more advanced more efficient version of the process, which we usually teach later to keep things simple, of her own volition having developed an understanding of how it worked end to end... the blokes clearly had zero interest in learning, made so much more work for themselves by an unwillingness to take on information and made so many mistakes without learning anything from trial and error... just made me want to facepalm repeatedly, just completely shown up by a young girl.
As much as anyone I can understand people not being motivated to do more than the minimum at work these days - in general not just where I work - but it wasn't even that.
As much as anyone I can understand people not being motivated to do more than the minimum at work these days - in general not just where I work - but it wasn't even that.
This isn't being talked about enough. Feels like one of those legislation moves designed to protect workers but instead forces the hand of employers to make quicker decisions, which may ultimately not be best for the employee. Currently if you work somewhere for say 20 months and get given the boot at least you've had a decent innings. Moving to a 6 month window basically means you need to have reached a conclusion about an employee within 5 months, which will often be prior to any formal performance review having been conducted. In turn I guess this means a more robust probation process is needed, a lot of organisations don't really take it seriously. My current job for example I literally had to ask my boss about it as she didn't know about it and hadn't mentioned it. I even worked at a FTSE100 that didn't even have a probation period.Been there - both sides of the coin (firing a contractor due to inability todo the role just before the Christmas furlough, and being made redundant last day of November). Sorry to say it's business.
Incidentally I can see a spree of short term firings as time limits move from 2 years back to 6 months again:
Six-month unfair dismissal right to begin in January 2027
Labour ministers will commit to the start date next week after previously watering down the new protection.
When I was a contractor I got given my two weeks notice in December (not due to performance, the thing I was managing was transitioning to BAU), although they did then find another role for me at the same client prior to me leaving. Ironically I obviously started looking around when I was given the news so I ended up leaving shortly after through my own choice anyway, didn't feel too guilty about terminating my contact early (I wouldn't normally do this) since they'd literally announced the same in reverse a month prior
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This would read better when HR ask if you kept gender and age out of it.
This isn't being talked about enough. Feels like one of those legislation moves designed to protect workers but instead forces the hand of employers to make quicker decisions, which may ultimately not be best for the employee. Currently if you work somewhere for say 20 months and get given the boot at least you've had a decent innings. Moving to a 6 month window basically means you need to have reached a conclusion about an employee within 5 months, which will often be prior to any formal performance review having been conducted. In turn I guess this means a more robust probation process is needed, a lot of organisations don't really take it seriously. My current job for example I literally had to ask my boss about it as she didn't know about it and hadn't mentioned it. I even worked at a FTSE100 that didn't even have a probation period.
When I was a contractor I got given my two weeks notice in December (not due to performance, the thing I was managing was transitioning to BAU), although they did then find another role for me at the same client prior to me leaving. Ironically I obviously started looking around when I was given the news so I ended up leaving shortly after through my own choice anyway, didn't feel too guilty about terminating my contact early (I wouldn't normally do this) since they'd literally announced the same in reverse a month prior
Hasn't been my experience that impressions change much between 6 months and 20 months. Unless someone is having a long bad patch, their qualities should be apparent long before 6 months.
Long probations feel a bit cynical to me. Especially for junior roles.
I don't think it is particularly discriminatory, and somewhat relevant, in this context.
I had a conversation with one person in particular as to tapping them for experience, their position is they are owning the screw up that got them demoted and happy to help out with an eye to moving to higher roles in the future. With some of the others it is a bit more complicated.
Exactly. Six months is closer to the international norm too, the UK was one heck of an outlier at two years. I can't see any properly run business being hurt by the cut to six months. IMO, six is still too long, I think three would be about right.
The uni I used to work for would fire the staff working the reception desk just before the two year mark so they didn't get rights. Utterly cynical.
This is the time of the year when I get really browned off at work, I'm usually under the weather with a cold or something and people just all rub me up the wrong way. Always end up blowing all my hoarded leave to get out of the place.
We've a new outsourced system coming in Jan replacing another obsolete but functional system we've had for a very long time. I thought the vendor would want to get the lay of the land of the previous system from the experts in the existing system. But no they want to clean sheet it with the end users. I'm undecided if this is really smart, really dumb or cynical scope creep from the vendor. My gut is that are just naive. But maybe that's a facade.
I really have a problem when someone new to a project. Coming in blind wants to reinvent the wheel. Rarely does it end well.
We've a new outsourced system coming in Jan replacing another obsolete but functional system we've had for a very long time. I thought the vendor would want to get the lay of the land of the previous system from the experts in the existing system. But no they want to clean sheet it with the end users. I'm undecided if this is really smart, really dumb or cynical scope creep from the vendor. My gut is that are just naive. But maybe that's a facade.
I really have a problem when someone new to a project. Coming in blind wants to reinvent the wheel. Rarely does it end well.
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I agree, but that doesn't change the fact that I think the legislation change is potentially impactful due to what I said about probation periods not being taken seriously. Basically at the moment companies have a safety net of 2 years, so there will be some dross that gets to stick around for 20 months instead of failing their probation, if there even is one. In short, it will force companies to take action within 6 months, so it may not be quite the boon for mediocre employees that some might perceive it to me (their protection kicks in sooner, but that just means they get moved on quicker, since as you say it may be apparent within that timeframe whether they are out of their depth).