Cloudflare Employee records meeting where HR tries to fire her
ody.sh
View Cloudflare Employee records meeting where HR tries to fire her on Odysee

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)

  • brbposting@sh.itjust.works
    0·
    10 months ago

    We fired ~40 sales people out of over 1,500 in our go to market org. That’s a normal quarter. When we’re doing performance management right, we can often tell within 3 months or less of a sales hire, even during the holidays, whether they’re going to be successful or not. Sadly, we don’t hire perfectly. We try to fire perfectly. In this case, clearly we were far from perfect. The video is painful for me to watch. Managers should always be involved. HR should be involved, but it shouldn’t be outsourced to them, No employee should ever actually be surprised they weren’t performing. We don’t always get it right. And sometimes under performing employees don’t actually listen to the feedback they’ve gotten before we let them go. Importantly, just because we fire someone doesn’t mean they’re a bad employee. It doesn’t mean won’t be really, really great somewhere else. Chris Paul was a bad fit for the Suns, but he’s undoubtedly a great basketball player. And, in fact, we think the right thing to do is get people we know are unlikely to succeed off the team as quickly as possible so they can find the right place for them. We definitely weren’t anywhere close to perfect in this case. But any healthy org needs to get the people who aren’t performing off. That wasn’t the mistake here. The mistake was not being more kind and humane as we did. And that’s something @zatlyn and I are focused on improving going forward.

    -Matthew Prince
    Co-Founder & CEO, Cloudflare

    Nitter / Mirror | Twitter

    • ChrislyBear@lemmy.world
      1·
      10 months ago

      This asshat is also just beating around the performance bush that doesn’t exist, only to avoid calling the firing a layoff. Disgusting.

    • Fades@lemmy.world
      1·
      10 months ago

      This is the same piece of shit ceo trying to force their workers back to office too. Fuck this asshole

      • Lemminary@lemmy.world
        2·
        10 months ago

        under performing employees don’t actually listen to the feedback they’ve gotten

        What feedback?

    • tias@discuss.tchncs.deEnglish
      1·
      10 months ago

      If he thinks it’s painful to watch then he should apologize personally to HER and her coworkers for traumatizing them, and give them a good severance pay. The way he phrases this as if he’s just shrugging and saying “we’ll do better at some unspecified point in the future, I’m sure” makes him come off as an inhumane piece of garbage with no empathy.

      • GoodEye8@lemm.eeEnglish
        1·
        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.

    • TheHarpyEagle@lemmy.world
      1·
      10 months ago

      What feedback?? The feedback that said she was doing well from the people familiar with her work? Or the mysterious metrics she was failing to meet but also had no idea about? God, what an out of touch douche nozzle.

      Also, if they’re not a fit but still a good employee, LAY THEM OFF. But who wants to pay for all that messy extra stuff when you can just grind through the workforce?