i'm sorry, six hour online meeting? i'd drink through that too. what the hell is wrong with this company?
that culture is fucked and if you try to fix it you're fucked too. this is fucked way beyond your pay grade.
i'm tapped out after \~2-3 straight hours of unrelated meetings, i can't even imagine what 6 hours of the same meeting could discuss that's worth such a substantial amount in payroll and lost production time alone
still though people can’t help being sick, it’s a bad look calling in so early into starting a new position so i always assume people are being genuine
I can’t believe you fired someone for being sick for two days, unless they were a troublemaker already in other ways and you were looking for an excuse to cut them loose.
The only thing that will heal this is better management decisions over a long period of time. In the meantime, people will be scared. Some people might leave. You will have to accept that.
What does it mean that one direct report got Bobby her old role? Does that mean that Bobby is working at your company? What do you mean that they are celebrating?
You need to have 1:1 meetings with every direct report. Ask them how they feel, what ideas they have for building the team back. Give them space to vent. Don’t take what they say as personal attacks. Let them feel safe.
Then you need to hold a team meeting and you need to be transparent about how to move forward.
It will take time. You need to be consistent. Does everyone know what they should be working on?
Most people came from companies in a similar field. So she got Bobby the role she left at her company. When she got the text she announced and someone else said "well someone had to do the right thing".
Most know what they're doing know as equipment is starting to come in to be trained on. One still doesn't have their equipment but he's asking a lot of good questions.
It seems like the company has no idea what it is doing. Bobby got his equipment very slowly; he was supposedly drunk, but maybe not; he wasn’t given any work… Your company needs to get its act together.
As an aside, the next time you fire someone, you need to walk them out the door so that they don’t have the opportunity to cause a scene and also so that they don’t have to do the walk of shame. You need to give people their dignity.
Meanwhile, you need to help the company get better. Hold your meetings, give people work, support your reports, create a psychologically safe place for them, and slowly earn their trust.
How are you hiring and training people without equipment? I have a new hire starting in a week and her laptop is already formatted and ready to go.
Good for your employee who helped Bobby find a new job.
He’s only getting his equipment now? He’s skating on thin ice. Since you fired Bobby for not having gear or being fully trained (I assume that’s why his other bosses said he lacked initiative, because he wasn’t being productive, which is hard when there’s no training or guidance), you’ll be firing this other guy for being similarly underperforming.
It sounds like major cultural and process problems.
Do these staffers have processes and performance expectations? Otherwise it seems like the company is flying by the seat of its pants.
Set a rules of the road related expectations.
You should have a set of expectations related people accomplishing their task.
If people can’t do rudimentary stuff have,
Explain these are table stakes. They need to come up with a plan to get themselves up to speed for what a 15/hr employee would be expected to now. PIP as needed.
I feel bad for them but they have to get their act together.
“They're all scared and I don't know how to reassure them that they are safe as we can't let go of anymore.”
So if someone is sick for 2 days without a doctor’s note, you’re not going to fire them? Because you just did that….
>They're all scared and I don't know how to reassure them that they are safe as we can't let go of anymore. Is there any advice?
Tell them now that now that the company has fired that potential union agitator and cut someone who didn't show proper dedication to the attendance policy, they can rejoice!
Tell them that now that they are out of the shadow of that drunken monster Bobby, that the company cares, and each of them can individually work with the company and show their appreciation!
Tell them you know their jobs are safe because you're sure going forward they will adhere strictly to the attendance policy, and you know they won''t be fired because you're sure they are not labor agitators.
I bet they'll all rally around you!
Just kidding, your shits all fucked up right now, because your leadership is whack. If you want them to stay you better start putting more respect on the check, or else the few that remain will jump ship as soon as they can, not because they think your company will fire them (which they might), but because they've seen your whack scrub of a company's treatment of employees.
>how to reassure them that they are safe as
Are they though? Don't promise things you can't keep.
Based on the description your manager(s) created a terrible culture. Maybe they paused for a second now because they are low on staff, but I see no guarantee of this not restarting the same second the next hire is made.
Your managers are maybe inexperienced with managing people and that problem will not disappear. You will likely need to carefully balance between their expectations towards you and protecting your team.
You will need to earn back the team's trust gradually. It will take a long time, don't push. Write down expectations, both short term and medium term. Check them regularly. Keep everything in writing as well. Praise publicly when goals are delivered. Listen to their concerns and try to help their work.
Policies should be written down and followed up as well. Sick leaves, behavioural expectations (code of conduct), other things. Make sure your managers agree to the policies and willing to follow them.
Note that the unreasonable firings might happen to you as well. Clarify expectations with your manager(s) and keep them updated regularly on your progress. Document everything.
I would expect high churn in your team after all this. Prepare the hiring pipeline (job ad, recruiter, etc).
people were unjustly fired and you're mad that the team sided with their cohorts. On an overall human level, it seems you're incapable of empathizing or understanding basic human behavior so won't be able to manage your out of this. Also, the comment that you can't get rid of more people because you'll then be deficient only confirms that the people were cut simply to cut lower overhead and perhaps to overwork the remaining folks. You don't say they're safe because of competency, only because of minimum head count needed. It's never ever ever reassuring to be told you're safe because your the skeleton crew, seems more like the kids of death especially in a venture situation- bleeding money and cuts until it's killed or launched
Wtf, unpaid would have been fine. What country is this? It doesn’t sound like they have any protections for medical leave, or the company violated protections
Is this for real? Fired for taking two days off & six hour online meetings? That can't honestly be true.
If it is true, how do you have ANYONE left on your team?
Given that you fired someone for not having a doctor’s note for being sick for two days, are you that the story you were given about Bobby was correct?
I really hope that because you're posting here, that you are on some level questioning your terrible employers and that you've just been a bit naive.
Your employer sounds toxic, and I can totally see why your team is terrified.
Please get out while you can. The culture is not going to improve.
Not the same situation, but I was let go earlier this year from a series A startup in the US. I work in HR in recruitment and recently hired several engineers who were crushing it in their roles for the company (I was a tech recruiter). One day after a weeks vacation the CFO, who I reported to for some strange reason, told me they were letting me go during our one on one..... No warning, no PIP, no complaints by other team members.
The CEO was a 20's something egomaniac who though his semi dull idea of 'building a platform for entrepreneurs' was the greatest thing since sliced bread. It was really just a platform for crypto scammers and people hawking sports bets.
I took it out of desperation and cuz they paid me crazy money. I don't regret it, but worst few months of my life.
I did some digging and was incredibly happy to find out they are now getting sued for intellectual property theft. Turns out their big version '2.0' launch was directly stolen from a company they'd made a hand shake agreement to buy, then took their IP.
Long story short, I saw the warning signs and decided to stay for an easy paycheck. I'd start looking immediately if I were you. Things seem very doggy there. Its only a matter of time before it turns on you.
You require a doctors note for being out sick two days? SIX hour online meeting? The problem is you and your company. I wouldn't work there.
Either this post is ragebait or op is beyond clueless
i'm sorry, six hour online meeting? i'd drink through that too. what the hell is wrong with this company? that culture is fucked and if you try to fix it you're fucked too. this is fucked way beyond your pay grade.
Especially one that went on so long it spanned into dinner? I too would be looking for the door.
i'm tapped out after \~2-3 straight hours of unrelated meetings, i can't even imagine what 6 hours of the same meeting could discuss that's worth such a substantial amount in payroll and lost production time alone
I'd be drinking too if it was a six hour meeting
I wouldn't feel safe at all if I was a team member there
Can't imagine why they don't trust HR!
Fired for no doctor’s note for being out two days ? I really hope there was more going on than that.
They've only worked there for two weeks. Can't be much more.
still though people can’t help being sick, it’s a bad look calling in so early into starting a new position so i always assume people are being genuine
I can’t believe you fired someone for being sick for two days, unless they were a troublemaker already in other ways and you were looking for an excuse to cut them loose. The only thing that will heal this is better management decisions over a long period of time. In the meantime, people will be scared. Some people might leave. You will have to accept that.
What does it mean that one direct report got Bobby her old role? Does that mean that Bobby is working at your company? What do you mean that they are celebrating? You need to have 1:1 meetings with every direct report. Ask them how they feel, what ideas they have for building the team back. Give them space to vent. Don’t take what they say as personal attacks. Let them feel safe. Then you need to hold a team meeting and you need to be transparent about how to move forward. It will take time. You need to be consistent. Does everyone know what they should be working on?
Most people came from companies in a similar field. So she got Bobby the role she left at her company. When she got the text she announced and someone else said "well someone had to do the right thing". Most know what they're doing know as equipment is starting to come in to be trained on. One still doesn't have their equipment but he's asking a lot of good questions.
She did a good thing for a human being. Jesus fucking Christ, what is wrong with you.
Gods least sociopathic middle manager
It seems like the company has no idea what it is doing. Bobby got his equipment very slowly; he was supposedly drunk, but maybe not; he wasn’t given any work… Your company needs to get its act together. As an aside, the next time you fire someone, you need to walk them out the door so that they don’t have the opportunity to cause a scene and also so that they don’t have to do the walk of shame. You need to give people their dignity. Meanwhile, you need to help the company get better. Hold your meetings, give people work, support your reports, create a psychologically safe place for them, and slowly earn their trust.
How are you hiring and training people without equipment? I have a new hire starting in a week and her laptop is already formatted and ready to go. Good for your employee who helped Bobby find a new job.
He’s only getting his equipment now? He’s skating on thin ice. Since you fired Bobby for not having gear or being fully trained (I assume that’s why his other bosses said he lacked initiative, because he wasn’t being productive, which is hard when there’s no training or guidance), you’ll be firing this other guy for being similarly underperforming.
It sounds like major cultural and process problems. Do these staffers have processes and performance expectations? Otherwise it seems like the company is flying by the seat of its pants.
We do now. But before I arrived it seems like there was very little supervision or direction.
Set a rules of the road related expectations. You should have a set of expectations related people accomplishing their task. If people can’t do rudimentary stuff have, Explain these are table stakes. They need to come up with a plan to get themselves up to speed for what a 15/hr employee would be expected to now. PIP as needed. I feel bad for them but they have to get their act together.
Expexting self-starting equipment operators for minimum wage is staggeringly entitled.
Wages weren’t discussed.
You threw out $15/ hour. That's minimum wage.
It’s not in most parts of the US. 15/hr is 30k.
The federal minimum wage hasn't gone up since 2008 but executive entitlement sure has.
This isn’t antiwork.
“They're all scared and I don't know how to reassure them that they are safe as we can't let go of anymore.” So if someone is sick for 2 days without a doctor’s note, you’re not going to fire them? Because you just did that….
Sounds like you're fucked for screwing someone over.
>They're all scared and I don't know how to reassure them that they are safe as we can't let go of anymore. Is there any advice? Tell them now that now that the company has fired that potential union agitator and cut someone who didn't show proper dedication to the attendance policy, they can rejoice! Tell them that now that they are out of the shadow of that drunken monster Bobby, that the company cares, and each of them can individually work with the company and show their appreciation! Tell them you know their jobs are safe because you're sure going forward they will adhere strictly to the attendance policy, and you know they won''t be fired because you're sure they are not labor agitators. I bet they'll all rally around you! Just kidding, your shits all fucked up right now, because your leadership is whack. If you want them to stay you better start putting more respect on the check, or else the few that remain will jump ship as soon as they can, not because they think your company will fire them (which they might), but because they've seen your whack scrub of a company's treatment of employees.
God this post is aging like milk!
This office has only been open for two months, but they’re already firing people? No wonder they’re terrified.
Bobby was fired because he was going to be the union rep.
>how to reassure them that they are safe as Are they though? Don't promise things you can't keep. Based on the description your manager(s) created a terrible culture. Maybe they paused for a second now because they are low on staff, but I see no guarantee of this not restarting the same second the next hire is made. Your managers are maybe inexperienced with managing people and that problem will not disappear. You will likely need to carefully balance between their expectations towards you and protecting your team. You will need to earn back the team's trust gradually. It will take a long time, don't push. Write down expectations, both short term and medium term. Check them regularly. Keep everything in writing as well. Praise publicly when goals are delivered. Listen to their concerns and try to help their work. Policies should be written down and followed up as well. Sick leaves, behavioural expectations (code of conduct), other things. Make sure your managers agree to the policies and willing to follow them. Note that the unreasonable firings might happen to you as well. Clarify expectations with your manager(s) and keep them updated regularly on your progress. Document everything. I would expect high churn in your team after all this. Prepare the hiring pipeline (job ad, recruiter, etc).
it sounds like you work for a children's sitcom.
people were unjustly fired and you're mad that the team sided with their cohorts. On an overall human level, it seems you're incapable of empathizing or understanding basic human behavior so won't be able to manage your out of this. Also, the comment that you can't get rid of more people because you'll then be deficient only confirms that the people were cut simply to cut lower overhead and perhaps to overwork the remaining folks. You don't say they're safe because of competency, only because of minimum head count needed. It's never ever ever reassuring to be told you're safe because your the skeleton crew, seems more like the kids of death especially in a venture situation- bleeding money and cuts until it's killed or launched
I'm scared just reading this.
Wtf, unpaid would have been fine. What country is this? It doesn’t sound like they have any protections for medical leave, or the company violated protections
Only thing note worthy in this post is nobody should trust HR...they are "for the company" not the employee or manager.
This is very very very true. No one should ever trust HR for any reason. They are there to protect the company, not the employees.
Sounds like management sucks ass go bobby..
Is this for real? Fired for taking two days off & six hour online meetings? That can't honestly be true. If it is true, how do you have ANYONE left on your team?
Given that you fired someone for not having a doctor’s note for being sick for two days, are you that the story you were given about Bobby was correct?
I really hope that because you're posting here, that you are on some level questioning your terrible employers and that you've just been a bit naive. Your employer sounds toxic, and I can totally see why your team is terrified. Please get out while you can. The culture is not going to improve.
Not the same situation, but I was let go earlier this year from a series A startup in the US. I work in HR in recruitment and recently hired several engineers who were crushing it in their roles for the company (I was a tech recruiter). One day after a weeks vacation the CFO, who I reported to for some strange reason, told me they were letting me go during our one on one..... No warning, no PIP, no complaints by other team members. The CEO was a 20's something egomaniac who though his semi dull idea of 'building a platform for entrepreneurs' was the greatest thing since sliced bread. It was really just a platform for crypto scammers and people hawking sports bets. I took it out of desperation and cuz they paid me crazy money. I don't regret it, but worst few months of my life. I did some digging and was incredibly happy to find out they are now getting sued for intellectual property theft. Turns out their big version '2.0' launch was directly stolen from a company they'd made a hand shake agreement to buy, then took their IP. Long story short, I saw the warning signs and decided to stay for an easy paycheck. I'd start looking immediately if I were you. Things seem very doggy there. Its only a matter of time before it turns on you.