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So if I get this right. An organisation told an engineer to fire someone. He built some software that told him to fire himself. He then fired someone else based on Role & Salary parameters. Then gives advice on treating people like adults when firing them. Does anyone else find this whole thing macabre and absurd? ( I'm not being negative - Im not against the great / funny article and an attempt at a novel approach,…
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And totally missed on the friendship angle. So, here is my prediction: the people that got fired will find new places to work at where the management is a bit more mature, and will then pull their capable buddies left behind at their old company with them. That's how it usually goes when a new junior manager goes to town with an axe.
Isn't the friendship angle precisely addressed by "team dynamics", "personalities", and "personal situation" ?
So no, I don't see that particular part addressed well or even at all through those three sets of keywords and I've seen companies be utterly destroyed because they fired a guy they thought wasn't contributing enough who just happened to be the glue holding the whole thing together.
This is not a software problem, and it can't be approached with the same toolset that you would use to figure out register optimization, it is first and foremost a people problem. The OP is seriously out of their depth and too full of themselves due to their recent promotion to realize this.
That realization won't be long in the coming though, I predict that within six months there will be another blog post about how he left this toxic company behind to go somewhere else without realizing that he was part of the problem all along.
For reference, I give you his blog post from six months ago:
https://danlebrero.com/2020/06/10/you-dont-believe-in-clean-...
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Such refusal is a sign of maturity in an MT member. Taking a stand to protect your department from unrealistic requests is part and parcel of being a responsible person to begin with, at the management level it starts to make the difference between a company that will continue to function and one that will be dysfunctional soon - if it isn't already. The complete lack of empathy on display here is proof positive for…
You're making a different point. If you don't agree with a course of action then by all means do make your point in a constructive way. But once the decision is made then you cannot shun your responsibility and refuse to implement it. Either "disagree and commit" to the best of you ability or quit.
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The story does not give that background, I'm assuming he is an outsider because of his choice of words in the beginning and the fact that he seems to treat his apparently former buddies suddenly as cogs in a machine. Maybe that's just another way for him to fortify his own mind about doing callous things to other people. Regardless, the second day on a job you are not ready to make decisions like this until you have…
> the story does not give that background well i have no insider knowledge of any kind, i just looked left and right beyond the blog post instead of making assumptions.
This company is dysfunctional. They have a CTO that doesn't report to the CEO but where the CEO will cross their lines of command to give direct orders to the CTO anyway, they treat their employees like they treat their docker images (like cattle, instead of like pets), they promote people internally and make their first marching orders to take the axe to the org chart, specifically the team from which they got promoted out of.
This won't end well.
Thanks for sharing.
> There are broadly 3 experience levels: > Senior: creates the plan. > Mid-level: follows the plan. > Junior: needs to be taught to follow the plan. This person is a horrible leader and failure if they think this way. This tells you all you need to know about the rest of the article. And indeed: > “The ideal team would be one that has all disciplines covered at a senior level with multidisciplinary people working in…
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The bar to be fired in large bureaucratic companies is usually pretty high. Like you'd have to physically assault your coworkers or steal money from the company account. It makes zero sense to keep people who are being fired, they are being fired for a reason. If you're talking about normal employees. They can take holidays anytime (what's the holiday allowance in the US?). Large companies usually have a concept of s…
> It makes zero sense to keep people who are being fired, they are being fired for a reason. The problem addressed here was "is my reason valid". If you fire someone for the wrong reason, and then everything crumbles, having them on paid leave for 1 month or 2 won't hurt the company financially, and allow to test "how are we doing when X is not there anymore".
Gotta go through HR and due process, that typically sets the bar to assaulting coworker and stealing from the company.
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> the story does not give that background well i have no insider knowledge of any kind, i just looked left and right beyond the blog post instead of making assumptions.
In a way that just makes it even worse. Because a newbie that lands in a situation like that might be excused, a former team member isolating himself from his own responsibility by asking his computer who he should fire is an even bigger insult than if he came in as an outsider. This company is dysfunctional. They have a CTO that doesn't report to the CEO but where the CEO will cross their lines of command to give di…
One big point that would be useful is to help the fired engineer find another job. A lot of this is, as Aqua mentioned, an exercise for their conscience. The best way to alleviate it is to "do right" by the fired engineer and help them find another position. Likely would have been about as much work as this whole spiel. Of course, OP has no requirement to do anything for them, but the easiest way to make yourself fee…
> One big point that would be useful is to help the fired engineer find another job. If you actually have a likely other job, sure. Otherwise the old "I know guy at Google who can look at your CV" is just a way to make yourself feel good, and it will be seen that way too. The problem is veterans will see right through you and discount your efforts, unless you have that amazing job. And juniors will think you're helpi…