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Lot o points [155907]
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Posts: 65823
Joined: 5/6/13
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Here's a tangent question to the Lyn-J saga. So in the
Sep 24, 2021, 2:59 PM
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corporate world, it got to the point where it was such a giant PITA to fire someone that you had to document every screw up they made and every "intervention" you had with them about their screw-up, and then put them on a written plan , and even then, there was a good likelihood (particularly in the coastal blue states) that they'd still file a wrongful termination suit and get an automatic $10-15k from the company to make it go away. A passive-aggressive tactic called "managing out" was born where you didn't fire them, but instead, and within the bounds of employment law, made their job so unenjoyable that they left on their own volition.
Seems analogous to me of the pre and post transfer portal world. Sure, you could yank schollies, and several schools did just that and became pretty notorious for it, but for the most part it was such a bad look that even if a player was a dud, you kept their scholarship intact until their 4 years were up. There were a lot of players at every school who were really just dead weight against the 85 scholarship limit.
So why wouldn't (or maybe they already are) schools just manage non-productive players out? I'm not saying that was the case with Lyn-J, but let's say you had too many RB's and viewed them all as pretty similar in talent....the minute one slips up even a little, you barely let them sniff the game and plummet them down the depth chart and very quickly they transfer out, leaving a scholarship for someone else in a different position to pluck from the portal.
Again, I'm not cynical enough to think we did or would do this, but seems like something obvious the less ethical big boys would do.
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Oculus Spirit [97719]
TigerPulse: 100%
Posts: 64859
Joined: 7/13/02
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It's fairly simple in my job. Tiny company.
Sep 24, 2021, 3:07 PM
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Important work, almost always external with either customers or people. Screw up, fine. LIE, you will be busted. Never had an issue firing someone who needed to be fired. Been twice before the employment Commissioner. Won both times.
It's kinda like a lawyer. Mistakes, they slide. Everyone makes mistakes. Lying and misrepresentation...one of those jobs like a lawyer where honesty and integrity are absolutely critical. Makes firing simple.
Also makes finding someone good #### near impossible.
Prolly not analogous to LJD or a football team, but yeah, a large corporation where's you're a small piece of a largely internal working......yeah.
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All-In [42874]
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Posts: 10439
Joined: 3/1/18
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So they moved LynJ to the basement and took his stapler?
Sep 24, 2021, 3:17 PM
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CJ to CDS: 'We fixed the glitch'
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Oculus Spirit [81061]
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Posts: 56140
Joined: 9/13/04
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I made that a science in the mid 2000's
Sep 24, 2021, 3:40 PM
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If I had to fire you, by the time I got there you essentially walked yourself to the door.
I've assisted a lot of "1's" to the door. Problem comes in when they will do just enough of the terrible jobs to stay employed.
I once fired a dude on his voice mail telling him not to bother coming back.
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All-In [42874]
TigerPulse: 100%
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Voice mail canning? That's ice-cold. Surely deserved tho.***
Sep 24, 2021, 3:49 PM
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Oculus Spirit [81061]
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He did. Then about 6 months later reapplied for another job
Sep 24, 2021, 3:55 PM
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we had open, never listed his "prior experience" with us. I saw the name and I'm like..."Didn't I fire that guy once?"
Went right past the HR people...
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All-In [49046]
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Posts: 38812
Joined: 12/31/97
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That's pretty high level beta...
Sep 24, 2021, 3:57 PM
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when you get fired by a guy in a brutal way and then re-apply for the same job. That's someone who was probably abused at some point and now thinks that's just the way it is.
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Legend [17289]
TigerPulse: 100%
Posts: 14236
Joined: 12/14/98
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Every 1-3 years reorganize, RIF the low performers.***
Sep 24, 2021, 9:20 PM
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