My top guy quit...

[Tusan_Homichi]

He didn't give two weeks and you've already filled the position. I wouldn't hire him back.

 

[lewpac]

So are you going to hire him back or not?

I will hire him back in a heart beat, as soon as some upcoming projects begin. But not now. In years past, if I needed 25 people, it was no big deal to have 27-30 folks on board to fill in the gaps, cover for emergency work, or rotate to a critical ending of a job. Things of that nature.

But, in this economy the last couple years, all I've got on board is all I need on board. And EVERYONE has to come to work unless they're on their death bead. That sounds harsh, but jobs in construction are at a premium. There's not many to go around. And I certainly don't have any postitions at this time where a guy is on board "just in case" we need him. No one I know can afford that nowadays.

Another caveat to this story......................if this guy were just another painter, not a foreman or in a leadership position, I wouldn't care either way and wouldn't have even brought this subject up. Every organization has an upper tear of guys who are almost like family, they've been around so long. They bring a lot to the table. This guy I'm talking about, he MET HIS WIFE working for me. She was working for me at the time and that's how they met. I was at his wedding. He was with me when their first kid was born.

That's why I broached the subject, because it goes beyond any other "run of the mill" firing or quiting. I've been lucky enough to have three guys running my shop, each for over five years. Only with those kind of guys does this become a difficult issue.

 

[masomenos]

Hire him back, then fire him as he is leaving on the first day. This way, he quits his new job, then gets canned without notice just like he did you! :laugh2:

That's exactly what I said, thief!

:laugh2:

 

[Bonecrusher#31]

Take him back with conditions....

 

[CATCH17]

I will hire him back in a heart beat, as soon as some upcoming projects begin. But not now. In years past, if I needed 25 people, it was no big deal to have 27-30 folks on board to fill in the gaps, cover for emergency work, or rotate to a critical ending of a job. Things of that nature.

But, in this economy the last couple years, all I've got on board is all I need on board. And EVERYONE has to come to work unless they're on their death bead. That sounds harsh, but jobs in construction are at a premium. There's not many to go around. And I certainly don't have any postitions at this time where a guy is on board "just in case" we need him. No one I know can afford that nowadays.

Another caveat to this story......................if this guy were just another painter, not a foreman or in a leadership position, I wouldn't care either way and wouldn't have even brought this subject up. Every organization has an upper tear of guys who are almost like family, they've been around so long. They bring a lot to the table. This gIuy I'm talking about, he MET HIS WIFE working for me. She was working for me at the time and that's how they met. I was at his wedding. He was with me when their first kid was born.

That's why I broached the subject, because it goes beyond any other "run of the mill" firing or quiting. I've been lucky enough to have three guys running my shop, each for over five years. Only with those kind of guys does this become a difficult issue.

Good move I think you're making the right decision.

 

[xWraithx]

you should call him and say this: "You're through. Not only are you fired, your life is OVER. I'll see to it that you never work again and that you wind up tearing tickets off in KUWAIT! Saleh maleh saleh malah, and everybody's suckin sand!"

 

[kmp77]

Take him back with conditions....

He gets monthly visitations with the guys wife? Giggidy

 

[Sitting Bull]

I'm late to this dance but also find the scenario fascinating. You've already filled the position so there is no going back. But the wrong thing would be to be closed to his return out of spite. I'd take a hard look at my worst employee and see if it was possible to "churn the bottom of the roster" and get this person back in the fold. He's likely stuck in his new job, so you've got time to evaluate your options. Your former best employee, back after a disasterous, money-driven mistake, would be humble, motivated and would deliver a priceless message at the water cooler to your other employees.

 

[xWraithx]

I'm late to this dance but also find the scenario fascinating. You've already filled the position so there is no going back. But the wrong thing would be to be closed to his return out of spite. I'd take a hard look at my worst employee and see if it was possible to "churn the bottom of the roster" and get this person back in the fold. He's likely stuck in his new job, so you've got time to evaluate your options. Your former best employee, back after a disasterous, money-driven mistake, would be humble, motivated and would deliver a priceless message at the water cooler to your other employees.

hah, I like the sports tie-ins

 

[CowboyPrincess]

I'm also late to this dance but...

a best employee doesn't shop for other employment in the middle of a crucial project and give zero notice of the change.

He isnt the brightest either. Even a teenager knows that a new job means you have to earn trust and perks.

He left w/o proper notice and has shown a lack of loyalty or trustworthiness @ a crucial time. He left- not your problem. now he will have to live w/ his decision.

Besides demoting the new guy to bring the quiter back would make some attorney a very happy guy

Btw ... the only cut throat is the ex employee and his new employer.. they cut yours

 

[LittleBoyBlue]

You take the guy back. People make mistakes - they go for the money - but it's says something about the guy to come back and admit he was wrong.

Agreed. You take him back. Dont make a big deal about it. The silence and squashing of the issue is more powerful than words. He will probably never do anything like that again and will know exactly where he stands from that point on - no doubts.

The 2 week notice or lack thereof is not a big deal anymore... some bosses tell people to leave ASAP because they dont want to pay the two weeks prior to them leaving.