Cloudflare Termination Video: A Master Class in How Not to Terminate Someone

Post by latchkey » Mon, Jan 15, 2024, 5:18 PM UTC

wddkcs wrote: post #190

latchkey wrote: post #189

Earlier quoted context omitted.

If my job is sales and I hadn't closed a single deal in 4 months, I'd have quit myself. I'd either take the blame upon myself or I would have figured that this company already saturated the market, or has a bad product that nobody wants. The easy route is blaming someone else.

Do you not understand how ramp works? She would not be allowed to a sell during the first three months, or only with direct supervision. I'd be very surprised if you've ever worked in a sales first position, given this basic misunderstanding.

Post by latchkey » Mon, Jan 15, 2024, 5:57 PM UTC

wddkcs wrote: post #192

latchkey wrote: post #191

Earlier quoted context omitted.

You're correct, I'm not a sales person, which is maybe why I'm finding it hard to be sympathetic to her firing. "She closed zero sales 4.5 months into a 3 month ramp." She had 1 month, after 3 months of ramp, to close something. Based on that, alone... I'd still stick by my comments above. If she has even a single peer closing even a single tiny deal in that 1 month, then she's already at the bottom of the list.

1 month, 2 weeks of which was holidays. As someone with extensive sales background, I'd advise you to step back and realize your judgements are heavily under informed.

  3 months ramp.
  1 months sales.
  2 weeks holiday.
  -----
  4.5 months

Post by buffington » Tue, Jan 16, 2024, 11:23 PM UTC

try_the_bass wrote: post #185

buffington wrote: post #174

Earlier quoted context omitted.

I think it's a valuable skill to develop a sensitivity towards how workers are treated by their employers and how your own actions, however small to you, can have a big impact on them. We all know by now that low paying jobs don't just pay poorly, but take everything they can from their employees. Closing at 5PM means clocking out, then locking the door at 5PM. If a customer came in at 4:45PM and you had to stop clea…

The thing about "cultural norms" (why not "norms?") is that expecting everyone to understand them is precisely what makes them "norms" in the first place. It's "cultural norms" because it only extends to the scope of some population of people. These tend to break down when outsiders become involved, because one population's norms aren't always the same as another's. This is why I have preference towards being explici…

Post by Loucra » Thu, Jan 18, 2024, 6:58 PM UTC

abadpoli wrote: post #107

barbazoo wrote: post #89

Earlier quoted context omitted.

> as that can tank a person's entire career trajectory Plus the act of career suicide by publishing company meeting recordings on social media.

I think it’s interesting how subjective this can apparently be. What I saw in the video was someone standing up for themselves and fighting against perceived wrongdoing in an articulate way. That’s exactly the type of person I want on my team. I’d hire them in a heartbeat. Recording and posting company videos is bad in the general sense, but not in this case. There’s nothing sensitive or confidential in the video tha…

Post by IG_Semmelweiss » Sun, Jan 21, 2024, 1:57 AM UTC

A_D_E_P_T wrote: post #29

IG_Semmelweiss wrote: post #25

Earlier quoted context omitted.

I understand your point. But reality is different. Most employee NDAs will include a non disparage clause in the agreement. Its standard. This is Why we have glassdoor forums. So you can disparage anonymously. Or maybe she didnt sign the NDA and if so disparage away just dont expect other emoloyers to come running to you.

What she posted wasn't "disparagement," for she hasn't herself said anything to disparage them. She simply posted a legally recorded conversation. If it made Cloudflare look bad, that's on them; they have only themselves to blame.