Secondments at Zapier
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Secondments at Zapier
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Re: Secondments at Zapier
#2Yes Richard Branson does this and I learnt it from one of his videos. You never fire. You move them around. If they are a good person who is honest and hard working, you can find a job for them.
Re: Secondments at Zapier
#3Yes Richard Branson does this and I learnt it from one of his videos. You never fire. You move them around. If they are a good person who is honest and hard working, you can find a job for them.
Did Branson or Zapier adjust compensation based on their new roles and responsibilities?
Re: Secondments at Zapier
#4Yes Richard Branson does this and I learnt it from one of his videos. You never fire. You move them around. If they are a good person who is honest and hard working, you can find a job for them.
Did Branson or Zapier adjust compensation based on their new roles and responsibilities?
I do not know but in my companies I do adjust it. How much depends on how large of a change there is.
Re: Secondments at Zapier
#5Earlier quoted context omitted.
Did Branson or Zapier adjust compensation based on their new roles and responsibilities?
I do not know but in my companies I do adjust it. How much depends on how large of a change there is.
Is there really a difference between firing someone and reassigning them with (let’s be real here) a (probably substantial) pay cut?
Certainly most unemployment agencies would consider that constructive dismissal
Re: Secondments at Zapier
#6Yes Richard Branson does this and I learnt it from one of his videos. You never fire. You move them around. If they are a good person who is honest and hard working, you can find a job for them.
I read long ago:
Firing someone is admitting to your second mistake.
(Not being able to exploit the talents of someone you hired. The first mistake is hiring someone who you later have to fire.)
Re: Secondments at Zapier
#7Yes Richard Branson does this and I learnt it from one of his videos. You never fire. You move them around. If they are a good person who is honest and hard working, you can find a job for them.
I saw a fraction of an episode of Richard Branson’s “The Apprentice” and was struck by the fact that (unlike a different host of the US The Apprentice) he considered the act of firing someone very painful.
It was an existence proof that billionaires do not have to be heartless psychopaths - even though media consistently gives us this impression.
And - predictably - his version of the show did not rate very well, and was fundamentally less entertaining. It was soon cancelled I believe.
(I am not saying that he is a wonderful person— I don’t know him. I just know that he doesn’t outwardly celebrate the cult of cruelty that is popularly believed to be necessary for being a billionaire.)
Re: Secondments at Zapier
#8Earlier quoted context omitted.
I do not know but in my companies I do adjust it. How much depends on how large of a change there is.
Is there really a difference between firing someone and reassigning them with (let’s be real here) a (probably substantial) pay cut? Certainly most unemployment agencies would consider that constructive dismissal
This is where I feel if you hire the right person, they can very easily be equally effective in another role within a very short period of time. Business context is key. They have it, so it is much easier for both them and me. Also they don't want to leave the company, that is the critical thing here.
Re: Secondments at Zapier
#9Earlier quoted context omitted.
I do not know but in my companies I do adjust it. How much depends on how large of a change there is.
Is there really a difference between firing someone and reassigning them with (let’s be real here) a (probably substantial) pay cut? Certainly most unemployment agencies would consider that constructive dismissal
of course there is!
For the worker, it can be the difference between homelessness and merely tough times; between covered medical insurance and untreated disease; between hopelessness and a wake-up call.
For the company, it can be finding that someone was put into a bad spot and they are now able to shine without having to pay for new talent acquisition.
Re: Secondments at Zapier
#10Earlier quoted context omitted.
I do not know but in my companies I do adjust it. How much depends on how large of a change there is.
Is there really a difference between firing someone and reassigning them with (let’s be real here) a (probably substantial) pay cut? Certainly most unemployment agencies would consider that constructive dismissal
There are significant differences between the two, for both the employer and the employee.
In terms of economic theory, you’d say that staying within “the firm” (Coase) saves both of them a lot in transaction costs.
In normal terms — the employee spent time and money finding the previous job and spent time learning how to exist inside that company. Instead of immediately needing to discard and repay those costs - they can “hit the ground running” in a role that is more suited to them.
And so on. To overlook all of the advantages here would be very cynical.