littleavery1948

You gotta love football practice. I do not miss hitting the sleds/dummies. I love what (I think) Micah James says - don't worry about perfect fit, just be violent. Yes.

Chelsea Gray hits a buzzer beating three to tie the game, and hits another to win the game for the DEFENDING CHAMPION Aces. Clark was 2-10 from the three tonight.

RESPECT!

Cignetti gonna drop 100 on Purdue this year. Indiana gonna repeat, and all the OSU fans and SEC fans will whine incessantly.

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Always on your mind....

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Another sick fantasy of yours?

Since getting Skubal, the Dodgers have not won a game. This is two sweeps in a row. Might a Sweep Watch be in order? :usa:

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Thank you for the response. The performance part is also why I think i don't see firing. they won't fire but they don't do anything to work with them for improvement or even tell them they aren't cutting it. It would be a complete blindside, though I still think the employee knows that they are underperforming.

We are strictly profitable based on utilization, so the inefficiency is made up somewhere else and lowers profits and eats up budgets.

Gary Vaynerchuk gets asked "how do I get good at hiring?" He says, "You won't; get good at firing." As much as I think some people deserve it, I don't know if I'd be good at it if it were up to me.

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Complete Blindside firing is terrible and should never happen and is a sign of bad leadership. I try to provide consistent feedback; there should never be a doubt regarding an employee's standing. Every person that I have had to fire knew it was going to happen. What Vaynerchuk is saying, is that, if a person is not working out, provide feedback, help them improve, and if that does not work, make the decision quickly. In essence, do not allow your ego to delay what needs to be done. Be fair and respectful. Also, toxic employees are worse than poor performers. Three of the four people that I fired directly had a toxic element to them. I also inherited three of the four people that I fired.

As the one being fired, sometimes it's ok. I was on a contract out of college, and I questioned the quality of work, including my manager's (did so in a nice tone). I was finding inaccuracies and I was trying to get explanations/justifications. They ended my contract and told me that "I was not a good fit" (paid me for the remainder of the pay period). I landed a job two months later that paid almost double. The one that fired me has been fired multiple times. It stung, but it worked out for the better in the long run; the environment was toxic and fairly unprofessional.

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Fire for poor performance/attitude/etc... 4
RIF due to company cost cutting/restructure...200+

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As a controller, I had to start the process of closing two plants, but I would not consider that to be me "firing people". Unfortunately, I have had to fire other employees because their managers did not want to directly fire them, so they passed the dirty work to me. I'm direct and do not mind confrontation when it's needed, so they think I'm perfect for firing people. The ones that I alluded to earlier were my direct reports.

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I’m probably at about 10 across 4 companies in my career so far. Sadly that number will likely go up.

Oh yeah and did you have to fire any for banging a coworker?

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I'm a fairly laid-back manager who tries to be flexible when I can. I want to trust that you can perform your job duties without constant supervision. If you need support, I will be happy to do so; there's a difference between providing support and babysitting. If you fail to perform your job duties, or do something that violates my trust, I can be very unpleasant (Can't we all?). I have managed 100-150 different employees over 15 years (obviously not all at once) in the corporate world.

Fired: 4 (none for banging a co-worker)
Laid off: 8

Laying off sucks and I had to fight to get them a severance. I mostly used the "Last hired, first fired" approach, but I had to lay off a 65-year-old. I felt OK on that one, only because he did not need to work. One of them moved from Ohio to take the job, only to be laid off eight months later. Thankfully, she found another job within two months.


I have fired four people directly, and it sucks:

1. One lied about their parent passing and received funeral pay. He went on a vacation and had no PTO.

2. Fired one for missing critical deadlines six months in a row. Warned him that if he missed another deadline, that he would lose his job. He was begging for his job, but he had his chances, and I tried to work with him.

3. I am fairly flexible when it comes to WFH or office. However, this employee was grossly underperforming, and so I had him come into the office as a part of his PIP. He came into the office for a few days, then would try to WFH. Eventually, I called him on Teams, and he told me that he was on the phone, and that I needed to wait until he was finished. I fired him over Teams

4. Fired a supervisor for repeated unprofessional behavior toward his team (swearing, yelling, talking down, micromanagement, etc). I cannot stand abuse of authority. I gave him two write-ups, and fired him on the third.

Almost fired two others for insubordination. You can ask questions, but constantly questioning every request, and refusing to do what's asked grates on you quickly. I had another cuss me out in my office, but I did not fire him, but I wanted to know why he was so upset (I did warn him not to talk this way to others). He had some valid reasons, and it was more frustration with the situation than with me. I sent him home for the day and met with him the next morning. It worked out, and sometimes, tough conversations are good.

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I think the WNBA is intentionally exploiting the trans things and the race issue with Clark and this other woman to draw attention. Honestly, we have heard more about the WNBA in the news in the past year than we did the previous 25 years...and not one person here could name five players in the league (aside from maybe the LSU girls they remember).

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WNBA playing 4D Chess

Dodgers have lost five in a row :lol: