Mixing
Old employee wishes to rejoin [closed]
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I had an employee (lets call him 'Old') who worked for me for 1 year. He had learnt a lot of things during the job. Two month ago he left the job and joined some other company (not a competitor of course).
For the first 2 weeks after he left, I faced a lot of problem but on the third week I hired a new employee (lets call him 'New'). 'New' is hardworking and completes the job in less time than 'Old'. 'New' is also less expensive than 'Old'.
The problem now is that 'Old' wishes to rejoin my company. For financial reasons I can afford any one of the two.
I need help in deciding if I should let 'Old' rejoin and kick off 'New' or should say no to 'Old'. Also require logics to justify myself.
Note: There're no "Minimum serving period" contract signed by my employees
For your reference, below are some stats.
'Old' Positives:
- Knows the entire process
- Trustworthy
- I'm emotionally attached
- More qualified than 'New'
'Old' Negatives:
- Expensive ($10 per hour)
- Sometimes takes advantage of my trust over him (like being absent, late to work)
'New' Positives:
- Fast learner. Does work faster that 'Old'
- Less Expensive ($8 per hour)
'New' Negatives:
- Don't know if he can handle all work 'Old' had been handling ('New' is just one month old)
- Don't know if I can trust him
- Don't know if he may leave the job
employees
asked Jul 27 '12 at 6:54
Sahil
340412
closed as too localized by animuson♦, gnat, Mark Booth, user1220, jcmeloni Jul 27 '12 at 13:17
This question is unlikely to help any future visitors; it is only relevant to a small geographic area, a specific moment in time, or an extraordinarily narrow situation that is not generally applicable to the worldwide audience of the internet. For help making this question more broadly applicable, visit the help center. If this question can be reworded to fit the rules in the help center, please edit the question.
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show 12 more comments
up vote
6
down vote
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I had an employee (lets call him 'Old') who worked for me for 1 year. He had learnt a lot of things during the job. Two month ago he left the job and joined some other company (not a competitor of course).
For the first 2 weeks after he left, I faced a lot of problem but on the third week I hired a new employee (lets call him 'New'). 'New' is hardworking and completes the job in less time than 'Old'. 'New' is also less expensive than 'Old'.
The problem now is that 'Old' wishes to rejoin my company. For financial reasons I can afford any one of the two.
I need help in deciding if I should let 'Old' rejoin and kick off 'New' or should say no to 'Old'. Also require logics to justify myself.
Note: There're no "Minimum serving period" contract signed by my employees
For your reference, below are some stats.
'Old' Positives:
- Knows the entire process
- Trustworthy
- I'm emotionally attached
- More qualified than 'New'
'Old' Negatives:
- Expensive ($10 per hour)
- Sometimes takes advantage of my trust over him (like being absent, late to work)
'New' Positives:
- Fast learner. Does work faster that 'Old'
- Less Expensive ($8 per hour)
'New' Negatives:
- Don't know if he can handle all work 'Old' had been handling ('New' is just one month old)
- Don't know if I can trust him
- Don't know if he may leave the job
employees
asked Jul 27 '12 at 6:54
Sahil
340412
closed as too localized by animuson♦, gnat, Mark Booth, user1220, jcmeloni Jul 27 '12 at 13:17
This question is unlikely to help any future visitors; it is only relevant to a small geographic area, a specific moment in time, or an extraordinarily narrow situation that is not generally applicable to the worldwide audience of the internet. For help making this question more broadly applicable, visit the help center. If this question can be reworded to fit the rules in the help center, please edit the question.
12
You list "Don't know if he may leave the job" only under New's negatives. I would think that would be an even bigger negative for Old. They've already left, so they've demonstrated they're willing to do so. How sure are you they won't leave again?
– animuson♦
Jul 27 '12 at 6:57
22
What has New done to justify being fired or let go? Simply being in this position isn't New's fault in any way. It would be very poor form to let New go.
– Nicole
Jul 27 '12 at 7:02
1
"Note: There're no contracts signed by my employees" Unrelated to the question, but especially from an employee point of view (regardless of locale), that would be a major red flag for me.
– Michael Kjörling
Jul 27 '12 at 7:52
3
@Sahil So you have a contract with the employee, only it doesn't specify a "minimum period the employee needs to serve the organisation". That's quite a long ways from "there are no contracts signed by my employees".
– Michael Kjörling
Jul 27 '12 at 8:23
1
@Sahil - The simple solution is make theOldsign a contract that makes it worth your while to get rid ofNew. Make him sign 1 year contract. If you get rid ofNewand hireOldyou could be in the same situation in a month, and at that point, you won't be able to getNewback.Oldalready has proven not to be trust worthy, he left his new employement after a month, that is a huge red flag.
– Ramhound
Jul 27 '12 at 11:03
 |Â
show 12 more comments
up vote
6
down vote
favorite
up vote
6
down vote
favorite
I had an employee (lets call him 'Old') who worked for me for 1 year. He had learnt a lot of things during the job. Two month ago he left the job and joined some other company (not a competitor of course).
For the first 2 weeks after he left, I faced a lot of problem but on the third week I hired a new employee (lets call him 'New'). 'New' is hardworking and completes the job in less time than 'Old'. 'New' is also less expensive than 'Old'.
The problem now is that 'Old' wishes to rejoin my company. For financial reasons I can afford any one of the two.
I need help in deciding if I should let 'Old' rejoin and kick off 'New' or should say no to 'Old'. Also require logics to justify myself.
Note: There're no "Minimum serving period" contract signed by my employees
For your reference, below are some stats.
'Old' Positives:
- Knows the entire process
- Trustworthy
- I'm emotionally attached
- More qualified than 'New'
'Old' Negatives:
- Expensive ($10 per hour)
- Sometimes takes advantage of my trust over him (like being absent, late to work)
'New' Positives:
- Fast learner. Does work faster that 'Old'
- Less Expensive ($8 per hour)
'New' Negatives:
- Don't know if he can handle all work 'Old' had been handling ('New' is just one month old)
- Don't know if I can trust him
- Don't know if he may leave the job
employees
asked Jul 27 '12 at 6:54
Sahil
340412
I had an employee (lets call him 'Old') who worked for me for 1 year. He had learnt a lot of things during the job. Two month ago he left the job and joined some other company (not a competitor of course).
For the first 2 weeks after he left, I faced a lot of problem but on the third week I hired a new employee (lets call him 'New'). 'New' is hardworking and completes the job in less time than 'Old'. 'New' is also less expensive than 'Old'.
The problem now is that 'Old' wishes to rejoin my company. For financial reasons I can afford any one of the two.
I need help in deciding if I should let 'Old' rejoin and kick off 'New' or should say no to 'Old'. Also require logics to justify myself.
Note: There're no "Minimum serving period" contract signed by my employees
For your reference, below are some stats.
'Old' Positives:
- Knows the entire process
- Trustworthy
- I'm emotionally attached
- More qualified than 'New'
'Old' Negatives:
- Expensive ($10 per hour)
- Sometimes takes advantage of my trust over him (like being absent, late to work)
'New' Positives:
- Fast learner. Does work faster that 'Old'
- Less Expensive ($8 per hour)
'New' Negatives:
- Don't know if he can handle all work 'Old' had been handling ('New' is just one month old)
- Don't know if I can trust him
- Don't know if he may leave the job
employees
asked Jul 27 '12 at 6:54
Sahil
340412
edited Jul 27 '12 at 8:27
asked Jul 27 '12 at 6:54
Sahil
340412
asked Jul 27 '12 at 6:54
Sahil
340412
asked Jul 27 '12 at 6:54
Sahil
340412
340412
closed as too localized by animuson♦, gnat, Mark Booth, user1220, jcmeloni Jul 27 '12 at 13:17
This question is unlikely to help any future visitors; it is only relevant to a small geographic area, a specific moment in time, or an extraordinarily narrow situation that is not generally applicable to the worldwide audience of the internet. For help making this question more broadly applicable, visit the help center. If this question can be reworded to fit the rules in the help center, please edit the question.
closed as too localized by animuson♦, gnat, Mark Booth, user1220, jcmeloni Jul 27 '12 at 13:17
This question is unlikely to help any future visitors; it is only relevant to a small geographic area, a specific moment in time, or an extraordinarily narrow situation that is not generally applicable to the worldwide audience of the internet. For help making this question more broadly applicable, visit the help center. If this question can be reworded to fit the rules in the help center, please edit the question.
12
You list "Don't know if he may leave the job" only under New's negatives. I would think that would be an even bigger negative for Old. They've already left, so they've demonstrated they're willing to do so. How sure are you they won't leave again?
– animuson♦
Jul 27 '12 at 6:57
22
What has New done to justify being fired or let go? Simply being in this position isn't New's fault in any way. It would be very poor form to let New go.
– Nicole
Jul 27 '12 at 7:02
1
"Note: There're no contracts signed by my employees" Unrelated to the question, but especially from an employee point of view (regardless of locale), that would be a major red flag for me.
– Michael Kjörling
Jul 27 '12 at 7:52
3
@Sahil So you have a contract with the employee, only it doesn't specify a "minimum period the employee needs to serve the organisation". That's quite a long ways from "there are no contracts signed by my employees".
– Michael Kjörling
Jul 27 '12 at 8:23
1
@Sahil - The simple solution is make theOldsign a contract that makes it worth your while to get rid ofNew. Make him sign 1 year contract. If you get rid ofNewand hireOldyou could be in the same situation in a month, and at that point, you won't be able to getNewback.Oldalready has proven not to be trust worthy, he left his new employement after a month, that is a huge red flag.
– Ramhound
Jul 27 '12 at 11:03
 |Â
show 12 more comments
12
You list "Don't know if he may leave the job" only under New's negatives. I would think that would be an even bigger negative for Old. They've already left, so they've demonstrated they're willing to do so. How sure are you they won't leave again?
– animuson♦
Jul 27 '12 at 6:57
22
What has New done to justify being fired or let go? Simply being in this position isn't New's fault in any way. It would be very poor form to let New go.
– Nicole
Jul 27 '12 at 7:02
1
"Note: There're no contracts signed by my employees" Unrelated to the question, but especially from an employee point of view (regardless of locale), that would be a major red flag for me.
– Michael Kjörling
Jul 27 '12 at 7:52
3
@Sahil So you have a contract with the employee, only it doesn't specify a "minimum period the employee needs to serve the organisation". That's quite a long ways from "there are no contracts signed by my employees".
– Michael Kjörling
Jul 27 '12 at 8:23
1
@Sahil - The simple solution is make theOldsign a contract that makes it worth your while to get rid ofNew. Make him sign 1 year contract. If you get rid ofNewand hireOldyou could be in the same situation in a month, and at that point, you won't be able to getNewback.Oldalready has proven not to be trust worthy, he left his new employement after a month, that is a huge red flag.
– Ramhound
Jul 27 '12 at 11:03
12
12
You list "Don't know if he may leave the job" only under New's negatives. I would think that would be an even bigger negative for Old. They've already left, so they've demonstrated they're willing to do so. How sure are you they won't leave again?
– animuson♦
Jul 27 '12 at 6:57
You list "Don't know if he may leave the job" only under New's negatives. I would think that would be an even bigger negative for Old. They've already left, so they've demonstrated they're willing to do so. How sure are you they won't leave again?
– animuson♦
Jul 27 '12 at 6:57
22
22
What has New done to justify being fired or let go? Simply being in this position isn't New's fault in any way. It would be very poor form to let New go.
– Nicole
Jul 27 '12 at 7:02
What has New done to justify being fired or let go? Simply being in this position isn't New's fault in any way. It would be very poor form to let New go.
– Nicole
Jul 27 '12 at 7:02
1
1
"Note: There're no contracts signed by my employees" Unrelated to the question, but especially from an employee point of view (regardless of locale), that would be a major red flag for me.
– Michael Kjörling
Jul 27 '12 at 7:52
"Note: There're no contracts signed by my employees" Unrelated to the question, but especially from an employee point of view (regardless of locale), that would be a major red flag for me.
– Michael Kjörling
Jul 27 '12 at 7:52
3
3
@Sahil So you have a contract with the employee, only it doesn't specify a "minimum period the employee needs to serve the organisation". That's quite a long ways from "there are no contracts signed by my employees".
– Michael Kjörling
Jul 27 '12 at 8:23
@Sahil So you have a contract with the employee, only it doesn't specify a "minimum period the employee needs to serve the organisation". That's quite a long ways from "there are no contracts signed by my employees".
– Michael Kjörling
Jul 27 '12 at 8:23
1
1
@Sahil - The simple solution is make the
Old sign a contract that makes it worth your while to get rid of New. Make him sign 1 year contract. If you get rid of New and hire Old you could be in the same situation in a month, and at that point, you won't be able to get Newback. Old already has proven not to be trust worthy, he left his new employement after a month, that is a huge red flag.– Ramhound
Jul 27 '12 at 11:03
@Sahil - The simple solution is make the
Old sign a contract that makes it worth your while to get rid of New. Make him sign 1 year contract. If you get rid of New and hire Old you could be in the same situation in a month, and at that point, you won't be able to get Newback. Old already has proven not to be trust worthy, he left his new employement after a month, that is a huge red flag.– Ramhound
Jul 27 '12 at 11:03
 |Â
show 12 more comments
4 Answers
4
active
oldest
votes
up vote
17
down vote
accepted
Generally I would go with the new employee. I don't how many employees you have and how important it is to you, but firing a good performing new employee for a reason like that... really leaves a bad aftertaste. When I as an employee sign a contract I do so in good faith, i.e. I don't plan to leave quickly just because I see another opportunity that interests me. When I get hired the employer has to plan on some training while I already get paid...etc.
I expect the same from an employer. Firing someone quickly because the position becomes rebundant for really unexpected reason... ok. Firing because of bad performance... ok. But firing someone for this wouldn't be okay for me. What is true for the employer is also true for the employee - he might have had to move, quit an old job, invested personal time in training for the job...
Now, you are not legally required not to do this. You may also not see yourself as morally required, depending on your personal outlook. But you can still expect that this can hurt your reputation and you should care about that.
answered Jul 27 '12 at 11:26
Erik
1862
add a comment |Â
up vote
7
down vote
Lets assume that the new guy has more upside potential. If you fire him, then the old guy leaves again, you will now have zero employees.
You can tell the old guy that if the new guy doesn't work out, then you will consider rehiring him in the future.
answered Jul 27 '12 at 10:26
mhoran_psprep
40.3k463144
3
I would not consider an employee if they left my company after a year, then after a month, wanted to return. Just seems like a huge red flag to me.
– Ramhound
Jul 27 '12 at 11:05
add a comment |Â
up vote
3
down vote
What I read between the lines it that both guys can do the job and the main difference is that you know the former employee better than new, which is natural.
In such case I would more look in values that indicate future potential of these guys and how these values are aligned with the goals of the company.
Personally, I value urge to learn very highly thus I'd rather keep the new guy. However, in your case the context can be different -- reliability and knowledge of the stuff may be valued higher for example in maintenance projects.
There's one more flavor in it: the guy who left and wants to come back learned an important lesson -- your org is better that he thought it is. I worked with such guys and they seem to be pretty loyal employees. Note however, it definitely wouldn't be the most important factor when making up my mind.
answered Jul 27 '12 at 7:46
Pawel Brodzinski
3,28011220
thanks for the tip: "look in values that indicate future potential" and "urge to learn".
– Sahil
Jul 27 '12 at 9:48
add a comment |Â
up vote
3
down vote
If you fire New to hire back Old, you better also think of what could happen if Old decides to leave you again. And if that happens, you might find that none of those in contact with the guy who was fired that way will be willing to work with you.
Oh that guy fired New without a reason - I better pass.
If you are concerned about this, consider at least giving New some compensation package at firing.
Yeah that guy fired New - but even if that happens to me I can expect a compensation - likely a nice one to deal with in any case.
answered Jul 27 '12 at 11:40
gnat
3,23273066
add a comment |Â
4 Answers
4
active
oldest
votes
4 Answers
4
active
oldest
votes
active
oldest
votes
active
oldest
votes
up vote
17
down vote
accepted
Generally I would go with the new employee. I don't how many employees you have and how important it is to you, but firing a good performing new employee for a reason like that... really leaves a bad aftertaste. When I as an employee sign a contract I do so in good faith, i.e. I don't plan to leave quickly just because I see another opportunity that interests me. When I get hired the employer has to plan on some training while I already get paid...etc.
I expect the same from an employer. Firing someone quickly because the position becomes rebundant for really unexpected reason... ok. Firing because of bad performance... ok. But firing someone for this wouldn't be okay for me. What is true for the employer is also true for the employee - he might have had to move, quit an old job, invested personal time in training for the job...
Now, you are not legally required not to do this. You may also not see yourself as morally required, depending on your personal outlook. But you can still expect that this can hurt your reputation and you should care about that.
answered Jul 27 '12 at 11:26
Erik
1862
add a comment |Â
up vote
17
down vote
accepted
Generally I would go with the new employee. I don't how many employees you have and how important it is to you, but firing a good performing new employee for a reason like that... really leaves a bad aftertaste. When I as an employee sign a contract I do so in good faith, i.e. I don't plan to leave quickly just because I see another opportunity that interests me. When I get hired the employer has to plan on some training while I already get paid...etc.
I expect the same from an employer. Firing someone quickly because the position becomes rebundant for really unexpected reason... ok. Firing because of bad performance... ok. But firing someone for this wouldn't be okay for me. What is true for the employer is also true for the employee - he might have had to move, quit an old job, invested personal time in training for the job...
Now, you are not legally required not to do this. You may also not see yourself as morally required, depending on your personal outlook. But you can still expect that this can hurt your reputation and you should care about that.
answered Jul 27 '12 at 11:26
Erik
1862
add a comment |Â
up vote
17
down vote
accepted
up vote
17
down vote
accepted
Generally I would go with the new employee. I don't how many employees you have and how important it is to you, but firing a good performing new employee for a reason like that... really leaves a bad aftertaste. When I as an employee sign a contract I do so in good faith, i.e. I don't plan to leave quickly just because I see another opportunity that interests me. When I get hired the employer has to plan on some training while I already get paid...etc.
I expect the same from an employer. Firing someone quickly because the position becomes rebundant for really unexpected reason... ok. Firing because of bad performance... ok. But firing someone for this wouldn't be okay for me. What is true for the employer is also true for the employee - he might have had to move, quit an old job, invested personal time in training for the job...
Now, you are not legally required not to do this. You may also not see yourself as morally required, depending on your personal outlook. But you can still expect that this can hurt your reputation and you should care about that.
answered Jul 27 '12 at 11:26
Erik
1862
Generally I would go with the new employee. I don't how many employees you have and how important it is to you, but firing a good performing new employee for a reason like that... really leaves a bad aftertaste. When I as an employee sign a contract I do so in good faith, i.e. I don't plan to leave quickly just because I see another opportunity that interests me. When I get hired the employer has to plan on some training while I already get paid...etc.
I expect the same from an employer. Firing someone quickly because the position becomes rebundant for really unexpected reason... ok. Firing because of bad performance... ok. But firing someone for this wouldn't be okay for me. What is true for the employer is also true for the employee - he might have had to move, quit an old job, invested personal time in training for the job...
Now, you are not legally required not to do this. You may also not see yourself as morally required, depending on your personal outlook. But you can still expect that this can hurt your reputation and you should care about that.
answered Jul 27 '12 at 11:26
Erik
1862
answered Jul 27 '12 at 11:26
Erik
1862
answered Jul 27 '12 at 11:26
Erik
1862
answered Jul 27 '12 at 11:26
Erik
1862
1862
add a comment |Â
add a comment |Â
up vote
7
down vote
Lets assume that the new guy has more upside potential. If you fire him, then the old guy leaves again, you will now have zero employees.
You can tell the old guy that if the new guy doesn't work out, then you will consider rehiring him in the future.
answered Jul 27 '12 at 10:26
mhoran_psprep
40.3k463144
3
I would not consider an employee if they left my company after a year, then after a month, wanted to return. Just seems like a huge red flag to me.
– Ramhound
Jul 27 '12 at 11:05
add a comment |Â
up vote
7
down vote
Lets assume that the new guy has more upside potential. If you fire him, then the old guy leaves again, you will now have zero employees.
You can tell the old guy that if the new guy doesn't work out, then you will consider rehiring him in the future.
answered Jul 27 '12 at 10:26
mhoran_psprep
40.3k463144
3
I would not consider an employee if they left my company after a year, then after a month, wanted to return. Just seems like a huge red flag to me.
– Ramhound
Jul 27 '12 at 11:05
add a comment |Â
up vote
7
down vote
up vote
7
down vote
Lets assume that the new guy has more upside potential. If you fire him, then the old guy leaves again, you will now have zero employees.
You can tell the old guy that if the new guy doesn't work out, then you will consider rehiring him in the future.
answered Jul 27 '12 at 10:26
mhoran_psprep
40.3k463144
Lets assume that the new guy has more upside potential. If you fire him, then the old guy leaves again, you will now have zero employees.
You can tell the old guy that if the new guy doesn't work out, then you will consider rehiring him in the future.
answered Jul 27 '12 at 10:26
mhoran_psprep
40.3k463144
answered Jul 27 '12 at 10:26
mhoran_psprep
40.3k463144
answered Jul 27 '12 at 10:26
mhoran_psprep
40.3k463144
answered Jul 27 '12 at 10:26
mhoran_psprep
40.3k463144
40.3k463144
3
I would not consider an employee if they left my company after a year, then after a month, wanted to return. Just seems like a huge red flag to me.
– Ramhound
Jul 27 '12 at 11:05
add a comment |Â
3
I would not consider an employee if they left my company after a year, then after a month, wanted to return. Just seems like a huge red flag to me.
– Ramhound
Jul 27 '12 at 11:05
3
3
I would not consider an employee if they left my company after a year, then after a month, wanted to return. Just seems like a huge red flag to me.
– Ramhound
Jul 27 '12 at 11:05
I would not consider an employee if they left my company after a year, then after a month, wanted to return. Just seems like a huge red flag to me.
– Ramhound
Jul 27 '12 at 11:05
add a comment |Â
up vote
3
down vote
What I read between the lines it that both guys can do the job and the main difference is that you know the former employee better than new, which is natural.
In such case I would more look in values that indicate future potential of these guys and how these values are aligned with the goals of the company.
Personally, I value urge to learn very highly thus I'd rather keep the new guy. However, in your case the context can be different -- reliability and knowledge of the stuff may be valued higher for example in maintenance projects.
There's one more flavor in it: the guy who left and wants to come back learned an important lesson -- your org is better that he thought it is. I worked with such guys and they seem to be pretty loyal employees. Note however, it definitely wouldn't be the most important factor when making up my mind.
answered Jul 27 '12 at 7:46
Pawel Brodzinski
3,28011220
thanks for the tip: "look in values that indicate future potential" and "urge to learn".
– Sahil
Jul 27 '12 at 9:48
add a comment |Â
up vote
3
down vote
What I read between the lines it that both guys can do the job and the main difference is that you know the former employee better than new, which is natural.
In such case I would more look in values that indicate future potential of these guys and how these values are aligned with the goals of the company.
Personally, I value urge to learn very highly thus I'd rather keep the new guy. However, in your case the context can be different -- reliability and knowledge of the stuff may be valued higher for example in maintenance projects.
There's one more flavor in it: the guy who left and wants to come back learned an important lesson -- your org is better that he thought it is. I worked with such guys and they seem to be pretty loyal employees. Note however, it definitely wouldn't be the most important factor when making up my mind.
answered Jul 27 '12 at 7:46
Pawel Brodzinski
3,28011220
thanks for the tip: "look in values that indicate future potential" and "urge to learn".
– Sahil
Jul 27 '12 at 9:48
add a comment |Â
up vote
3
down vote
up vote
3
down vote
What I read between the lines it that both guys can do the job and the main difference is that you know the former employee better than new, which is natural.
In such case I would more look in values that indicate future potential of these guys and how these values are aligned with the goals of the company.
Personally, I value urge to learn very highly thus I'd rather keep the new guy. However, in your case the context can be different -- reliability and knowledge of the stuff may be valued higher for example in maintenance projects.
There's one more flavor in it: the guy who left and wants to come back learned an important lesson -- your org is better that he thought it is. I worked with such guys and they seem to be pretty loyal employees. Note however, it definitely wouldn't be the most important factor when making up my mind.
answered Jul 27 '12 at 7:46
Pawel Brodzinski
3,28011220
What I read between the lines it that both guys can do the job and the main difference is that you know the former employee better than new, which is natural.
In such case I would more look in values that indicate future potential of these guys and how these values are aligned with the goals of the company.
Personally, I value urge to learn very highly thus I'd rather keep the new guy. However, in your case the context can be different -- reliability and knowledge of the stuff may be valued higher for example in maintenance projects.
There's one more flavor in it: the guy who left and wants to come back learned an important lesson -- your org is better that he thought it is. I worked with such guys and they seem to be pretty loyal employees. Note however, it definitely wouldn't be the most important factor when making up my mind.
answered Jul 27 '12 at 7:46
Pawel Brodzinski
3,28011220
answered Jul 27 '12 at 7:46
Pawel Brodzinski
3,28011220
answered Jul 27 '12 at 7:46
Pawel Brodzinski
3,28011220
answered Jul 27 '12 at 7:46
Pawel Brodzinski
3,28011220
3,28011220
thanks for the tip: "look in values that indicate future potential" and "urge to learn".
– Sahil
Jul 27 '12 at 9:48
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thanks for the tip: "look in values that indicate future potential" and "urge to learn".
– Sahil
Jul 27 '12 at 9:48
thanks for the tip: "look in values that indicate future potential" and "urge to learn".
– Sahil
Jul 27 '12 at 9:48
thanks for the tip: "look in values that indicate future potential" and "urge to learn".
– Sahil
Jul 27 '12 at 9:48
add a comment |Â
up vote
3
down vote
If you fire New to hire back Old, you better also think of what could happen if Old decides to leave you again. And if that happens, you might find that none of those in contact with the guy who was fired that way will be willing to work with you.
Oh that guy fired New without a reason - I better pass.
If you are concerned about this, consider at least giving New some compensation package at firing.
Yeah that guy fired New - but even if that happens to me I can expect a compensation - likely a nice one to deal with in any case.
answered Jul 27 '12 at 11:40
gnat
3,23273066
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up vote
3
down vote
If you fire New to hire back Old, you better also think of what could happen if Old decides to leave you again. And if that happens, you might find that none of those in contact with the guy who was fired that way will be willing to work with you.
Oh that guy fired New without a reason - I better pass.
If you are concerned about this, consider at least giving New some compensation package at firing.
Yeah that guy fired New - but even if that happens to me I can expect a compensation - likely a nice one to deal with in any case.
answered Jul 27 '12 at 11:40
gnat
3,23273066
add a comment |Â
up vote
3
down vote
up vote
3
down vote
If you fire New to hire back Old, you better also think of what could happen if Old decides to leave you again. And if that happens, you might find that none of those in contact with the guy who was fired that way will be willing to work with you.
Oh that guy fired New without a reason - I better pass.
If you are concerned about this, consider at least giving New some compensation package at firing.
Yeah that guy fired New - but even if that happens to me I can expect a compensation - likely a nice one to deal with in any case.
answered Jul 27 '12 at 11:40
gnat
3,23273066
If you fire New to hire back Old, you better also think of what could happen if Old decides to leave you again. And if that happens, you might find that none of those in contact with the guy who was fired that way will be willing to work with you.
Oh that guy fired New without a reason - I better pass.
If you are concerned about this, consider at least giving New some compensation package at firing.
Yeah that guy fired New - but even if that happens to me I can expect a compensation - likely a nice one to deal with in any case.
answered Jul 27 '12 at 11:40
gnat
3,23273066
edited Jul 27 '12 at 11:45
answered Jul 27 '12 at 11:40
gnat
3,23273066
answered Jul 27 '12 at 11:40
gnat
3,23273066
answered Jul 27 '12 at 11:40
gnat
3,23273066
3,23273066
add a comment |Â
add a comment |Â
12
You list "Don't know if he may leave the job" only under New's negatives. I would think that would be an even bigger negative for Old. They've already left, so they've demonstrated they're willing to do so. How sure are you they won't leave again?
– animuson♦
Jul 27 '12 at 6:57
22
What has New done to justify being fired or let go? Simply being in this position isn't New's fault in any way. It would be very poor form to let New go.
– Nicole
Jul 27 '12 at 7:02
1
"Note: There're no contracts signed by my employees" Unrelated to the question, but especially from an employee point of view (regardless of locale), that would be a major red flag for me.
– Michael Kjörling
Jul 27 '12 at 7:52
3
@Sahil So you have a contract with the employee, only it doesn't specify a "minimum period the employee needs to serve the organisation". That's quite a long ways from "there are no contracts signed by my employees".
– Michael Kjörling
Jul 27 '12 at 8:23
1
@Sahil - The simple solution is make the
Oldsign a contract that makes it worth your while to get rid ofNew. Make him sign 1 year contract. If you get rid ofNewand hireOldyou could be in the same situation in a month, and at that point, you won't be able to getNewback.Oldalready has proven not to be trust worthy, he left his new employement after a month, that is a huge red flag.– Ramhound
Jul 27 '12 at 11:03