101–110 of 454 posts
Doesn’t look like a layoff, but more like she was fired. Depending on the law that is either allowed or not.
I get why Brittany's mad: Cloudflare appears to be handling this about as bad as possible. But those two HR randos aren't gonna have anything worthwhile to say, either. I don't want to be judgmental of Brittany because it's a sucky call to have to take. But my recommendation in this situation is to say "I disagree with that assessment of my performance, but I understand you are terminating my employment. What details…
Presumably these Cloudflare HR employees do have the data for why this person was laid off, and they might even have it in front of them, but yeah legally they can't give them any more specifics. As far as I'm aware, evidence of good performance could be used to strengthen their case to collect unemployment (if Cloudflare tries to fight Brittany's unemployment claim); it could also be used as evidence in a discrimina…
Could you please provide a source for that? That can be an important distinction for an employee. For example, when answering the question "Why did you leave your previous job?" It's important for the now ex-employee to have accurat information.
I get why Brittany's mad: Cloudflare appears to be handling this about as bad as possible. But those two HR randos aren't gonna have anything worthwhile to say, either. I don't want to be judgmental of Brittany because it's a sucky call to have to take. But my recommendation in this situation is to say "I disagree with that assessment of my performance, but I understand you are terminating my employment. What details…
HR has two jobs - managing the supply and outflow of talent, and preventing a bad look of the company while doing so. On both fronts, HR fails miserably, so imo they should be the ones to be axed first.
I get why Brittany's mad: Cloudflare appears to be handling this about as bad as possible. But those two HR randos aren't gonna have anything worthwhile to say, either. I don't want to be judgmental of Brittany because it's a sucky call to have to take. But my recommendation in this situation is to say "I disagree with that assessment of my performance, but I understand you are terminating my employment. What details…
There isn't a "good" way to do layoffs, but "being laid off by someone you've never met before" is up there with the "bad" ways.
Also, there's absolutely no reason why, in the event of layoffs, you should EVER blame the employee or point to something they could have changed.
Layoffs happen because management fucked up. Own that and let the employee off the hook.
Earlier quoted context omitted.
Is “firing” 50 people different from “laying off” 50 people?
Yes, you don't get severance if you're fired, in some cases.
Like her, I was doing awesome up until suddenly, I had no job. Fortunately I was given okay severance. I hope she lands okay.
This a strong signal for me to never work with Cloudflare. I doubt that matters to them, but hopefully this PR convinces someone who matters there to reconsider their handling of these situations.
This is why we need unions. Layoffs are unfortunately, sometimes, necessary. But when they happen, it's important that the right people are chosen, for the right reasons (whether that's performance based, voluntary, protecting certain groups, ensuring fairness, etc). That requires collective bargaining by representatives who are able to assess and change the criteria, and who are able to negotiate for better outcomes…
The person in this TikTok admits to having closed zero sales. They're also one of the most junior people on the team (4.5 months). They would be among the first to go under union rules, too. Unions are often worse at prioritizing things like tenure over performance, if anything. But even under those rules she was one of the most junior people. There is basically no situation where a union would have prioritized this…
• Third quarter revenue totaled $335.6 million, representing an increase of 32% year-over-year
Do we need to feel sorry for cloudflare or something?
She says on the call, or her feedback has been positive, so why should she expect a negative outcome like this?
As a junior, she should be given the appropriate and valid feedback so she can learn and improve for her future. Not this dystopian, cold bullshit. Do you have any idea what this kind of thing does to a junior employees confidence? Wow.
We should never stand for it.