People Management
Have you ever had to terminate an employee's employment? Can you discuss the steps you took prior to making that decision?
ML Engineering ManagerEngineering ManagerData Science ManagerData Engineering Manager
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Answers
Anonymous
a year ago
Creating performance review document
- I began by creating performance document which contained information about the review and evidences of not meeting expectations consistently. 4 releases out of 6 got delayed in 1 quarter.
- Added information about the concrete feedbacks shared in 1:1’s and in monthly reviews.
Discussion with HR
- Data points which I had gathered showed that the responsibilities were not met on a consistent basis even after specific feedbacks were shared to work on the areas of improvements.
- We both agreed on that the role needsadjusting of processes for the team proactive risk identification and mitigation effective communication
- We had a PIP policy in place for low performers. We discussed and decided to put the EM on PIP for a month
PIP plan
- For PIP discussion I started to identify, timelines, review process and specific areas where I want EM to show improvement as per the expectations form the role.One check metric was defined that pulse rating of the team should not drop.
- Got it reviewed with HR again to ensure it is as per the company policy.
- Expectation setting : Scheduled a meeting with the EM and had a concise discussion about the PIP. What are the expectations, the review process and outcome.This was clearly communicated that this situation will be handled with professionalism and privacy. The objective is to make sure the EM works as per the expectations of the role and I as the leader of the group and the company wants EM to succeed.
Reviews
- Setup a biweekly review meeting as we discussed along involving HR, EM and myself.
- We connected after 2 weeks, we could see that the EM made some progress but overall was under a lot of pressure and still there was gaps.
- I saw a high risk of PIP goal not getting met. After this I started working on a backup plan to identify who can take over the team instantly and planned for a replacement [as this was a different stream of work] . This EM had worked on this product during kickoff stage and had big overlap with stakeholders.
- We had one last meeting where the goals were discussed and we found the EM to be short on delivery, stakeholder mgmt and effectively navigating team. I communicated the shortcomings and the process forward. Our HR team had a process of asking employees to resign in such situations, so that they can maintain the dignity. EM was relieved on the same day and was provided last day confirmation mail and exp letter. Other info about dues and Full and final was communicated by HR.
After exit plan:
- Setup a meeting with a manager and seeking manager’s input about if EM can fill in for the time being on the day of exit of previous Manager
- Having a discussion within leadership team of my group and communicating about this decisions to all
- Setup a call the next day with the team and introduced the EM who has decided to step in and help navigate the team.
- Worked closely with the EM about the team matters to not overwhelm EM
Anonymous
a year ago
Creating performance review document and added evidence of not meeting expectations on a consistent basis.
- Added information about the feedbacks shared
- Goals created along with the timelines
- Evidence of non compliance
Discussed with HR about the employee and got inputs. If allowed by company policy put employee on PIP.
PIP discussion to have info about goal, timelines, review and clear communication about the outcome if the goals are not met.
If still non compliance, work with HR to discuss about severance if applicable, option to provide guardian leave, or handling the termination letter.
Scheduled a meeting with the employee with HR present and clearly communicating about the job termination and the benefits being provided, placement support, insurance, severance etc.
Anonymous
a year ago
Yes. I did. That should be cautious decision. I took a look at their code review comments, code contributions, the program that he led, Quality of deliverables, peer feedback, previous work history, feedback from previous managers and made decisions based on it.
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