RAMAKRISHNA K.
* Textile Consultant ** Environmentalist *** Inspiring Writer **** Motivational Speaker ***** Good Listener.
Do you believe in hire and fire?
some people hire and fire soon.But some hire and retain,for long.What do you have to say?
Good Answers (18)
Cathy G.
Take The Mystery Out of Online Marketing
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With small companies, or companies going through fast growth, it's best to hire contract workers rather than employees; they have a fixed term and you get a sense of who you want.
When reviewing performance or firing employees, even contract workers, you must get advice from a good employment attorney. I've heard of contract employees bringing suit because they claimed they were not re-hired due to sexual harassment, discrimination or other causes. In a growing or changing environment, be aware that reference to "age' or "career stage" can be interpreted as age discrimination (and in fact it probably is, in my non-legal opinion). If the EEOC gets interested, they will ask about documentation, so you need to be ready.
Apart from saving the hassle of a lawsuit, you'll save everyone a lot of misery. I've seen first-hand what happens when a confused manager starts inventing stories to justify a poor evaluation. It ain't pretty.
Bill N.
Content Creator and Technical Writer
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It's up to the employer.
I understand your focus here is on firing? The topic is complex, there is a lot to consider. I doubt it could be practical coming up with any simple rule here.
I would say be wise, approach it with cool head and kind heart, consider all angles, care about your people, make sure you've provided the person with enough clear feedback and opportunities, then make a decision, execute and move on. You owe this to the organization.
Mike V.
Advisor at Business Owners Toolbox
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Hire slow, fire fast.
Alas, too many small business owners hire the wrong person quickly then keep them around far too long before letting them go.
Better to take your time hiring, so you know you get the right person. Then you're unlikely to need to fire them. But if they're not doing the job, let them go quickly.
At will employment!
Christine H.
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It depends on the value provided.
Wallace J.
Multimedia Producer, i3D Programmer, Acrobat 3D PDF, Android App, Virtual World & iTV Design, Kindle, Nook & Sony eBooks
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I say it depends upon each individual scenario, wouldn't anyone agree with that?! ;)
Kenneth L.
Retired Aerospace Contracts Manager, MicroMentor Volunteer and Founder "Smalltofeds"
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Priorities that have always worked for me:
1. Carefully matching the employee to the job in the selection process
2. Clear lines of communication on expectations, objectives and performance feedback.
3. Pay for results
4. Dismiss only after clearly offering opportunity for employee to improve.
5. Don't hesitate to fire if 1-4 fail. Continuing will have a negative effect on the morale of the remaining work force.
Sahar A.
Diversity& Inclusion|Leadership training|Social Media Marketing|Social Media Training|Public Speaker|Culture Competence
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If the recruiting/ hiring process was done properly from the start and the screening process was proper then the chances of firing someone soon will be minimal
If the root is solid meaning the initial process is solid then the branches i.e. hiring will be good too most of the time
Chris B.
Business Operations and Business Change Management Professional
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Certainly not, you only get the staff you deserve.
The more time and effort you put into the recruitment process, allied to a structured training and induction process, the less you need to worry about firing someone.
Jodine L.
“TIME”|DWD OJT Hirng and Training $$$ reimbursment program|Manufacturing|full-time jobs|Wisconsin|ಠಠ my profile
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That is the same question I been wanting to ask too. How to address a companies hiring and letting go of workers?
I have heard many people complain about this. They think they are progressing on the the job, think they are going to be hired and then let suddenly let go.
I heard it may because the company only need help for a brief period. Many times people were led to believe it was a long term promising future.
There always seem to be the same companies that are always hiring and letting go of people in my area. How do we address and stop their ways?
Jay L.
My clients grow their revenues faster, earn higher margins and lead their organizations with confidence
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Turnover is expensive, usually much more expensive than addressing an employee's shortcomings with good management and leadership.
If you have to fire someone, it's because *you* have failed. Either you made a bad hiring decision, or you failed to provide the necessary training and/or support.
For those reasons, it's not a matter of what one believes. Being quick to fire is simply bad business and indicates a problem with management.
Hope that helps,
Jay
Cristina F.
Technical Translations - Pharmaceutical Consultant - Lawyer -Chief Science Officer- I Do It- Creative Problem Solver
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No I believe in hiring quality and retaining quality employees; people are the the most important asset in any company.
Khalid A.
Your revenue is directly proportionate to the quality and intelligence of your MARKETING
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hire slow, fire quick.
William T. C.
Facebook Marketing Expert with 1,100,000 Fans
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Don't hire someone unless you think you can keep them employed.
Manish Kumar A.
at The Mind Food Chef
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No, not at all.
For me This is not human resource but human capital.
With regards
J.C. K.
CEO/President: TekPersona Corp. - Marketing, Internet, Information Technology, Social Media, Software Development, SEO
Hiring should depend upon a specific Business requirement. Term of employment is an irrelevant consideration. You should hire based upon your need, matched with the demonstrated ability of the hired individual, who hire should come matched to specific milestones and achievements. Failure to achieve stated goals should result in a firing without delay.
Nicole H.
Credentialed EPIC Physician Support Specialist at Resurrection Health Care
Best Answers in: Customer Relationship Management (1)
If you are hiring with the intent of firing, I would say One's focus is totally wrong and are maybe in the wrong position of authority. That isn't fair to the individual or that individual's family who will be relying on that income to survive. Which could lead to other long term effects such as the drawing of unemployment, having to utilize Government Assistance, etc (and who pays for those services? We do including the person who did the firing.)
When hiring, it is better to take your time to find the right candidate and hire for the long term. You help your company save money by reducing turnover, you help the individual and his/her family and you help the economy by providing some level of job stabilization for your employees
The first part of Mike's answer is right on. I believe in performance based employment - if they are not performing, time to move on.
Jeff
