rapidsave.com_ae_at_cloudflare_records_hr_trying_to_fire_her-n9tmcohti0cc1
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I can’t give more approval for this woman, she handled everything so well.

The backstory is that Cloudflare overhired and wanted to reduce headcount, rightsize, whatever terrible HR wording you choose. Instead of admitting that this was a layoff, which would grant her things like severance and unemployment - they tried to tell her that her performance was lacking.

And for most of us (myself included) we would angrily accept it and trash the company online. Not her, she goes directly against them. It of course doesn’t go anywhere because HR is a bunch of robots with no emotions that just parrot what papa company tells them to, but she still says what all of us wish we did.

(Warning, if you’ve ever been laid off this is a bit enraging and can bring up some feelings)

    • FuzzChef@feddit.de
      641·
      10 months ago

      Did he though? I mean he perfectly sticks to individual shortcomings as the reason and even implies that she ignored feedback.

      • kralk
        4·
        10 months ago

        implies that she ignored feedback.

        I missed that the first time and now I’m angry all over again 😡

    • GoodEye8English
      7·
      10 months ago

      Dude, he didn’t really admit to any mistake.

      That wasn’t the mistake here. The mistake was not being more kind and humane as we did.

      He’s literally saying firing her was not the mistake. He still believes she should’ve been fired and not laid off. He also believes firing her based on nondescript performance metrics was right. The only thing he believes was wrong was how the firing was carried out. The only thing he’s admitting is that the firing wasn’t “PR friendly”, which is an indirect way of saying the mistake was getting caught.

      • Whirlybird@aussie.zone
        1·
        10 months ago

        You’re literally just making stuff up here.

        As you said, he said firing here wasn’t the mistake. They determined that she wasn’t working out there so they fired her. That’s within their rights. The “nondescript performance metrics” aren’t non-descript, we just don’t know them because we don’t work for cloudflare. Her job seems to be to bring in clients. She admits herself that she hasn’t brought in a single client, and lost one at the final hurdle (could be because of her, might not be).

        The mistake was her manager not being in the call. That’s pretty much the only “mistake” they made here. HR did their job, which was to tell her she was fired and to walk her through the next steps.

        • GoodEye8English
          1·
          10 months ago

          As you said, he said firing here wasn’t the mistake. They determined that she wasn’t working out there so they fired her. That’s within their rights.

          Maybe were you live at. For instance where I live at the employer cannot fire anyone without an explicit stating why that person is getting fired. What they did is illegal where I live at.

          The “nondescript performance metrics” aren’t non-descript, we just don’t know them because we don’t work for cloudflare. Her job seems to be to bring in clients. She admits herself that she hasn’t brought in a single client, and lost one at the final hurdle (could be because of her, might not be).

          I agree, we don’t know the metric and we don’t need to know. They however should know their metrics and should be able to present them. Even you were able to come up with a least 1 possible metric and you don’t even work there, but the HR who works there and should be aware of the metrics can’t even name a single one. The fact that they couldn’t even bring up a single specific metric is a pretty clear indicator that the metrics are nondescript.

          The mistake was her manager not being in the call. That’s pretty much the only “mistake” they made here.

          Have you wondered why her manager isn’t on the call? The CEO seems to make it pretty clear that firing people is a pretty regular process there so it’s not like they’re doing it the first time and simply forgot. Maybe the manager simply wasn’t available at that time? But they do regularly so they should be aware that it’s important the manager be present which means it’s also important to plan the call when the manager is available. What is the good-willed reasoning the manager couldn’t attend? Because I can name a few nefarious reasons why the manager wouldn’t be in that call.