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Speaker 1: Am I the a hole for firing an employee after

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Speaker 1: his parents died?

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Speaker 2: How soon after his parents died?

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Speaker 1: Uh, he was the one that told them their parents died.

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Speaker 1: I'm also going to have to.

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Speaker 2: Fire You're being very unproductive right now.

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Speaker 1: I feel like we might just have to rip the

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Speaker 1: band aid off on this one. Guys, you know, have

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Speaker 1: your parents died.

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Speaker 3: Just lose focus, you know, And I can already tell

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Speaker 3: that you're losing focus.

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Speaker 1: By your reaction. I have to fire you.

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Speaker 2: I'm sorry, you're too emotional the all to work at

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Speaker 2: this job.

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Speaker 1: Imagine if I told you you lost a deal and

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Speaker 1: you reacted the same way.

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Speaker 2: We can't say.

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Speaker 1: This is why Sam and I work for ourselves. Shout

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Speaker 1: out to our team. So I am the VP of

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Speaker 1: sales at a software company very important and one of

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Speaker 1: the sales department reps parents passed away at the beginning

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Speaker 1: of April. Sadly, they were involved in a car crash

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Speaker 1: and both lost their lives. That is terrible.

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Speaker 2: I can't imagine. Now.

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Speaker 1: The employee in question is a very young, twenty two

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Speaker 1: year old guy who has been with us for about

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Speaker 1: ten months. Oh, he doesn't have his career. This isn't

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Speaker 1: like a forty year old guy who's had a chance

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Speaker 1: like build his career and like do something else. He's

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Speaker 1: a great employee. Well now why did you fire him?

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Speaker 1: And we were thinking about promoting him in the next

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Speaker 1: six months? Let his parents have to go die. Where

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Speaker 1: are you heading with us, sir? His job is a

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Speaker 1: high paying one for a new grad about ninety k

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Speaker 1: with commission and base, so we do expect a lot

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Speaker 1: from this position. Because of the accident, we let him

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Speaker 1: take one month's paid leave of absence from work and

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Speaker 1: he's returned a few weeks ago, and his performance is

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Speaker 1: severely lacking.

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Speaker 2: His whole family died both his.

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Speaker 1: Parents at twenty two. That's that is really rough.

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Speaker 2: The thing is, like I said, like an employer, like

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Speaker 2: how long do you give?

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Speaker 1: I will say it is a tricky scenario. My initial

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Speaker 1: gut reaction is like this person is obviously great and

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Speaker 1: probably has the potential to become amazing. I think it's like, hey, look,

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Speaker 1: you're not performing great right now? What can we figure out? A?

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Speaker 1: And like B, maybe a suggestion is like takes the time.

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Speaker 1: I don't know. Yeah, it's a hard one. So he's back,

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Speaker 1: but he's super unmotivated, not cold calling or reaching out

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Speaker 1: to prospects for the last two to three weeks since

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Speaker 1: he's come back. Our whole management team has noticed this,

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Speaker 1: and we decided to let him go because we feel

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Speaker 1: like he'd need months and months to be able to

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Speaker 1: produce again, and we just can't wait that long.

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Speaker 3: But isn't he like the golden boy, Like apparently he's

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Speaker 3: been doing super well, and also like you don't give

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Speaker 3: him warning.

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Speaker 1: That's the biggest red flag here. Talk to him.

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Speaker 3: Yeah, he's a human being that just went through like

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Speaker 3: a super dramatic incident.

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Speaker 1: His name is Bob. Bob is in our Excel spreadsheet.

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Speaker 1: Next to Bob's name needs to be big numbers, Sam,

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Speaker 1: The low numbers are next to Bob's.

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Speaker 2: Name, all right, cadum.

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Speaker 1: We called him into a meeting on Friday afternoon and

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Speaker 1: gave him the bad news. He was very calm and

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Speaker 1: rude about it. He told us to go fuck ourselves

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Speaker 1: and got up and went to his desk, grabbed his

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Speaker 1: few things and left. I thought this was very, very

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Speaker 1: unprofessional and extremely rude.

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Speaker 3: Man is going through like the worst thing someone could

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Speaker 3: go through.

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Speaker 1: His parents died weeks ago. I told my boyfriend about

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Speaker 1: all of this, and he said, myself and my management

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Speaker 1: team are a bunch of asses and pricks with no hearts.

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Speaker 1: Am I the a whole?

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Speaker 2: Well, I think like op's the a hole here.

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Speaker 3: It's tricky because, like you are running a business, your

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Speaker 3: business has to be profitable for it to continue month

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Speaker 3: off to cope, you probably need like another month of

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Speaker 3: just like a ramping back into things. So two to

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Speaker 3: three weeks is really not enough time to like I think,

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Speaker 3: evaluate what's going on. Three Let's say they evaluate after

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Speaker 3: three weeks, right, like not doing well? Talk to him,

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Speaker 3: just talk to him and like work with him. I

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Speaker 3: think in California you actually probably even couldn't do that.

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Speaker 3: Usually you need like a PIP or something, right performance

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Speaker 3: improvement program, Like if you can't do this, then we

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Speaker 3: have to let you go.

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Speaker 2: But like this is what we need from you if

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Speaker 2: you want to continue working.

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Speaker 1: Here, potentially, potentially I have seen a salesperson fired before

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Speaker 1: and there was no PIP.

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Speaker 2: What do they do? What's their cause? What's your sales story?

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Speaker 1: There was just a guy that was hired. I think

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Speaker 1: it was just like someone who could have performed well

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Speaker 1: at like a certain organization that were like joining at

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Speaker 1: a certain time. I ultimately think it was just not

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Speaker 1: a right fit between him and the company, and maybe

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Speaker 1: he was a little bit stubborn that like attributed to that,

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Speaker 1: and I think there was a conversation that happened, and

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Speaker 1: also he was still let go. I think it was

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Speaker 1: very simply delivering, and then also the combination of like, yeah,

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Speaker 1: I don't know that they were open minded enough to

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Speaker 1: kind of shift. They were like, oh, well if I

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Speaker 1: just do this thing that he kept saying like, oh,

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Speaker 1: this is the thing, this is the thing, and they're like,

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Speaker 1: it ain't the thing because it ain't working. I think

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Speaker 1: that's what it was. I think you're right. I think

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Speaker 1: the first step is just to talk to him and

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Speaker 1: basically be like, look, we don't want to fire you.

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Speaker 1: In fact, we were going to promote you. Just like

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Speaker 1: tell him, and then be like what can we do.

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Speaker 1: Bad management on this guy's part, You suck. Oh there's

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Speaker 1: also a quick update. Holy fuck, this blew up. I

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Speaker 1: know this was shitty of me now, and I reached

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Speaker 1: out to him to see how he's holding up. He's

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Speaker 1: staying at his girlfriend's place and she's supporting him a lot.

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Speaker 1: Right now, I offered to get my headhunter friend in

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Speaker 1: touch with him when he's ready, and he accepted.

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Speaker 2: Why not like hire him back or something.

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Speaker 1: That's a great question. I don't know. I mean, I'm

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Speaker 1: glad he did something. I am glad he at least

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Speaker 1: realized he was wrong and did something about it.

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Speaker 2: Yeah. True,