Tell somebody they are going to get fired?

[SemperPax]

Looking for opinions here. I learned today that we are close to bringing in a new hire (we are working on the offer letter, and it seems he will accept) and when we do that, we are going to fire somebody that has been here since June.

This person has a 6 month old child (as the father of two infants, I feel for him).

Should I tip him off so that he can make preparations? I know that I would want to have forewarning if it were me…

 

[JimR-OCDS]

Looking for opinions here. I learned today that we are close to bringing in a new hire (we are working on the offer letter, and it seems he will accept) and when we do that, we are going to fire somebody that has been here since June.

This person has a 6 month old child (as the father of two infants, I feel for him).

Should I tip him off so that he can make preparations? I know that I would want to have forewarning if it were me…

I feel for this man, but you have to stay out of it, and let the management handle it, otherwise you could be joining him in the unemployment line.

Is his firing warranted? Most likely it is, and but as most companies do these days, they give generous severance packages.

The best you can do is pray for him, give him moral support by listening to him, and if you can help him find another job, do so.

Jim

 

[SemperPax]

I feel for this man, but you have to stay out of it, and let the management handle it, otherwise you could be joining him in the unemployment line.

Is his firing warranted? Most likely it is, and but as most companies do these days, they give generous severance packages.

The best you can do is pray for him, give him moral support by listening to him, and if you can help him find another job, do so.

Jim

Hi, I don’t know if it is warranted. He was hired as a salesperson. His boss resigned abruptly - so the mentoring/leading that should have happened hasn’t, and he is sort of rudderless (I think). He’s sold barely anything - and in my opinion, they aren’t giving him enough of a chance. The company is hurting financially and scrambling for cuts everywhere…so I honestly don’t think he’d get severance - if he did, pehaps 1 paycheck’s worth.

 

[LucyLou]

You could suggest to him that he might look for other opportunities as the company is not doing very well financially. If you know of any recruiters he could use, I would share those too.

 

[thistle]

Hi, I don’t know if it is warranted. He was hired as a salesperson. His boss resigned abruptly - so the mentoring/leading that should have happened hasn’t, and he is sort of rudderless (I think). He’s sold barely anything - and in my opinion, they aren’t giving him enough of a chance. The company is hurting financially and scrambling for cuts everywhere…so I honestly don’t think he’d get severance - if he did, pehaps 1 paycheck’s worth.

I agree with JimR. Its nothing to do with you. You could find yourself being fired if you involve yourself.

 

[DJgang]

No, you shouldn’t tell this person. Are you in the management?

Right now, as I type, I am planning on firing three people really, really, soon. All involved in not doing their jobs, horrible attitudes and talking, gossiping, etc behind everyone’s backs. I will have to pay unemployment on them, but I don’t care, they are poison.

So, I guess what I am getting at…

since you are being told what is happening, what is your role in this firing process? Why are you being told? Possibly to see if you are loyal to the company? Loyal to the management? Is this the type of place you want to work at…in?

 

[JReducation]

This is always a moral dilemma for every Christian who is watching. I know, because I’m an administrator involved in hiring and firing, but I have others above me who sometimes make that choice for me and then ask me to execute it.

Given the times it is a very difficult thing to do. I always want to save everyone, but cannot.

I also undestand that we often live and work in a world where people often say “this is not your business, so stay out of it.” However, it is difficult to do when the person on the firing squad has a family and the employee’s failures may be shared by the organization. Of course you are never going to get an oranization to admit that they did not properly train someone, give them support or that the expectations were unrealistic.

Do I have an answer? Not really, though I wish I did. Do I have a moral responsibility? Yes. We all have a moral responsibility to justice.

If we are in a position where we can speak openly with those in authority and share our concerns and make suggestions so that the transition for the employee causes less pain and financial hardship, there is a duty to speak to authority and put our suggestions on the table. If we are not in such a position, there is not much that we can do and we can practice charity toward the person by offering to help them, after the deed is done. But wait for the deed to be done.

It is the best advice that I can offer given the little information that the OP has provided.

Fraternally,

JR

 

[puzzleannie]

are you the manager who is responsible for overseeing and evaluating his performance, or the manager who will be called upon to do the firing? if not, stay out of it. If you have not been informed of the management’s decisions and asked to act, stay out of it. You have no right to say anything. For one thing, there could be a change of plans, or they could have something in mind for this person which you are not aware of. There is no benefit to him in knowing a couple of days sooner and possibly much damage. What you could do is line up some sources for him to contact if it does happen, offer to supply a reference or other material assistance in job seeking. You also do no favors to someone who is in the wrong job, and may find through this experience the path to the right job.

makes me remember “black Friday” early 80s when the company we worked for ordered all managers to lay off half their people on that day. by Monday we had made calls and contacts and had at least one good referral for every laid off employee, and all 8 of them from our department found new jobs through our efforts.

 

[ConservativeOne]

Looking for opinions here. I learned today that we are close to bringing in a new hire (we are working on the offer letter, and it seems he will accept) and when we do that, we are going to fire somebody that has been here since June.

This person has a 6 month old child (as the father of two infants, I feel for him).

Should I tip him off so that he can make preparations? I know that I would want to have forewarning if it were me…

That’s a difficult question - for one reason…the fact that he’s the father of two infants (and the job market stinks right now). But it’s true…you are not in charge.

Keep one thing in mind - to you “it seems” that the new applicant will accept. You don’t know what circumstances might transpire to change that. I agree that your job might be in jeopardy - BIG TIME - if you say anything. You’re wanting to do the charitable thing - and that’s admirable. But there’s really not much you (or this employee) can do.

I’m wondering - many a Monsignor has to re-assign priests at a moment’s notice, and while they are bound by obedience, do they get hints ahead of time? It may not be the same thing - I know - just food for thought. We’re bound by rules of obedience in many ways. Right now, you’re bound by rules of confidentiality - until the notice is given by management. Unfortunately, you have access to that knowledge - but not the right to discuss it.
Good luck to you and the employee involved.

 

[SemperPax]

No, you shouldn’t tell this person. Are you in the management?

Right now, as I type, I am planning on firing three people really, really, soon. All involved in not doing their jobs, horrible attitudes and talking, gossiping, etc behind everyone’s backs. I will have to pay unemployment on them, but I don’t care, they are poison.

So, I guess what I am getting at…

since you are being told what is happening, what is your role in this firing process? Why are you being told? Possibly to see if you are loyal to the company? Loyal to the management? Is this the type of place you want to work at…in?

I am part of the management team; I handle HR…so although the president of the company will actually do the firing, I will be in the room, I will process all of the paperwork, I will be standing at this persons desk with them after as they clean out their personal items…

 

[SemperPax]

Upon reflection, I guess the two reasons NOT to mention anything are:

1. although not said explicitly, I am certain that the plan to fire this individual was told to me with the expectation that I would keep it confidential. I am the finance person here, and most things I deal with are of a confidential nature. Because I didn’t say “whoah, hold on there - I can’t hear anymore or I am telling so-and-so that we’re firing him” - I implicitly led the person tell me this to believe that it would remain confidential.
2. if they bring on this new person, it is probably at least 1 week away…a lot could happen in that 1 week…he could decline the position, we might have a change of heart…so it is not set in stone at this point (although one of the partners really dislikes this person and is vocal about wanting him gone…so I do believe it will happen sooner or later.)

Thanks to all who gave their (name removed by moderator)ut.

 

[JimR-OCDS]

I am part of the management team; I handle HR…so although the president of the company will actually do the firing, I will be in the room, I will process all of the paperwork, I will be standing at this persons desk with them after as they clean out their personal items…

As part of the management team, you are obligated to uphold professional conduct, and therefore can not say anything to this person.

You’re telling the person won’t make any difference in the outcome and may even cause more harm than good.

Jim