CEO Jack Dorsey tells workers he’s making it easier to fire them — There are reportedly no more performance improvement plans at Block::Jack Dorsey, CEO of Block and founder of Twitter, reportedly told workers it will now be easier and quicker to fire them.
My hot take, Dorsey‘s messaging around this was shit. People are very much still being given feedback from their managers and are building out ways to address performance problems.
The primary avenue for growth and addressing performance problems is your reoccurring review with your manager and or 360 reviews.
If you’re on a formal PIP filed with HR, that’s often the last straw at most companies. There are companies that are exceptions to this rule, but it usually means you’ve already not met the feedback you’ve been given during your normal quarterly or biannual reviews.
When my colleagues and I put people on a PIP logged with HR, it is truly the last straw. It’s been people who repeatedly bully coworkers, don’t show up to work, say they’re going to do something then never follow through, etc. It’s people that many others in the company routinely complain about. And despite being given repeated feedback during reviews, and guidance on how to grow, they don’t change.
It basically the “cover your ass” phase when you document everything so when the company does fire them, there’s proof that they don’t violate any laws.
Exactly. Although, most halfway decent people managers have already documented those things have given that feedback in writing during normal review periods.
I feel like the real reason for a PIP is that most people managers really dread laying people off. Even if that person at risk is super incompetent or a piece of shit. Knowing that you’re putting someone’s financial and or medical stability at risk is a big deal.
The PIP is often there so you’re giving it one last try, and most importantly, not doing it alone. You have HR to consult with on making some tough decisions.
Although, to Dorsey’s point, this often means that a well documented problem employee is allowed to make the workplace miserable for another 3-6 months. And that’s not fair to everyone else.
We’ve all worked with that one toxic person who makes us ask “why is this person still here?” It’s not uncommon for that person to be riding along on a PIP for a bit. PIPs are kept private because people gossip. If more ICs knew who was on a PIP and why, less people would be up in arms about what Dorsey is doing.
All too true. If the person is making other people unhappy that’s a bigger problem that’ll snowball.
360s are a pox. Turns reviews into popularity contests.
Not to say soft skills aren’t important, in fact I’d say they’re a crucial skill, possibly more important than anything else in general.
As for PIPs, I’ve only ever seen them used as a way to get rid of someone rather than lay them off (I’ve been in enterprise IT since mid-90’s).
In theory they’re a good idea, but so easily misused.