Quote:
Originally posted by Fashionable But Anonymous
Assuming that the person does some work and that his leaving will leave a hole in productivity, somehow that doesn't seem like a practical or efficient way to manage a business or workloads, but thanks for the advice.
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Don't give me this bullshit wannabe-partner-speak. People leave all the fucking time. Everywhere. It absolutely leaves a temporary hole. But people suck up the extra work in the short term and someone else always gets hired.
If you had any balls, you would just talk to the person and say, "I was contacted by one of the firms you're interviewing with. I'm not sure if they've contacted others here as well, but you should know that I know." Then you would ask them what the problems were (in your best NotBob voice) and if you weren't convinced that you could convince them to stay, you would tell them you're going to have to start interviewing candidates because you need to practically and efficiently manage your business and workloads.
But you don't have any balls, so you will continue with this thread until someone tells you it's okay to take your whining to your partner/owner in an effort to prove where your loyalties lie.
TM
eta: Or, in other words, everyone understands the reality that people move on and sometimes there is not a mutual fit between employer/employee or a particular job situation. There should not be a consideration for whether a particular person will be swamped if they leave, or some sort of retribution. That's just part of the process, and next time it may be you. That being said, when it was learned that people were interviewing they would typically get a visit asking if there was anything correctible that could be done to make the person's job experience better.
