Firing vs getting different position within same company

[Toasty]

Suppose there is a company that has different departments with different kinds of jobs. Suppose someone is hired by that company to do job A. The employee is also qualified to do job B and the company also hires people to do job B. After working there for a certain period of time, his supervisor wants to fire him for poor job performance. If a supervisor wants to fire an employee for poor performance and that employee has qualifications for a different kind of job within that company, would companies be more inclined to offer him that different position or to fire him?

What would happen if a supervisor wants to fire one of his employees for poor job performance, but another supervisor in a different department wants that employee to work for him and do a different kind of job?

 

[SolaScriptura]

It's called an interdepartmental transfer.

 

[JimmyH]

IME, referring to construction, I've seen it where the employee was transferred to the alternate department/supervisor, or fired in spite of the other supervisor wanting to employ said employee. Depends on how much pull the one supervisor might have over the other, how poor the job performance was. Being a team player, punctual, dependable, or not. All plays into the equation. In construction a person has to understand that he is there to make the man money. If he/she does not realize that, but thinks that just being there is enough, they won't last long. IME.

 

[Frosty]

IME, referring to construction, I've seen it where the employee was transferred to the alternate department/supervisor, or fired in spite of the other supervisor wanting to employ said employee. Depends on how much pull the one supervisor might have over the other, how poor the job performance was. Being a team player, punctual, dependable, or not. All plays into the equation. In construction a person has to understand that he is there to make the man money. If he/she does not realize that, but thinks that just being there is enough, they won't last long. IME.

Exactly. Would need to know more about the situation first. A definitive answer cannot be given to the OP.

 

[Edward]

Depends on why the person is being fired. When I was in the private sector, I took a difficult to manage (and get along with) but very competent secretary who was heading for being fired. The productivity was worth the pain, but there was significant risk to me. If the workload for my team had been less, I probably wouldn't have done it.

On the other hand, if someone was having performance issues somewhere else, I probably wouldn't give them a second chance.

The risk is certainly going to be on the second supervisor, not the first supervisor or even the employee.

 

[Toasty]

Depends on why the person is being fired. When I was in the private sector, I took a difficult to manage (and get along with) but very competent secretary who was heading for being fired. The productivity was worth the pain, but there was significant risk to me. If the workload for my team had been less, I probably wouldn't have done it.

On the other hand, if someone was having performance issues somewhere else, I probably wouldn't give them a second chance.

The risk is certainly going to be on the second supervisor, not the first supervisor or even the employee.

I guess it would depend if the person's performance issues in one position would have any effect on another position within the same company.

 

[JimmyH]

Depends on why the person is being fired. When I was in the private sector, I took a difficult to manage (and get along with) but very competent secretary who was heading for being fired. The productivity was worth the pain, but there was significant risk to me. If the workload for my team had been less, I probably wouldn't have done it.

On the other hand, if someone was having performance issues somewhere else, I probably wouldn't give them a second chance.

The risk is certainly going to be on the second supervisor, not the first supervisor or even the employee.

I guess it would depend if the person's performance issues in one position would have any effect on another position within the same company.

Just an example, running a bolt up gang on a 'story job' (skyscraper), if every man doesn't carry his weight so to speak, the other guys in the crew have to take up the slack. In other words,, work harder to get the same amount of work done. There is a decking crew coming behind and they're coming fast.

If a person has 'performance issues' either because they are inept, unqualified, or lazy, why would the other supervisor want them ? If it was out of friendship the supervisor would probably regret the decision when the lack of performance became an issue in his/her department. Of course if the transfer was done with the understanding that the employee was under probation, and the performance would have to be requisite to the position, that is a different story.

 

[Pilgrim]

Some of it will depend on the company. Some corporations will not allow the transfer of an employee who is currently not performing up to par. And some will not rehire a former employee who was fired for any reason. It is very difficult, if not impossible, to get rehired at some companies even if you left voluntarily and your performance was good.

Sent from my XT1254 using Tapatalk

 

[Edward]

I guess it would depend if the person's performance issues in one position would have any effect on another position within the same company.

We may not have a common understanding as to 'performance issues'. While lack of skills in one area might not indicate lack of skills in another, I would consider performance issues to cover such as diligence, work ethic, and devotion to duty.

 

[DMcFadden]

The OP does not provide sufficient information to give a thorough answer.

Some supervisors are happy to get rid of a problem without the disagreeable HR aspects of termination.
Other supervisors will see it as their duty to protect the company against a poor performer.

A lot depends on the nature of the "performance" issues. If a person is not well suited to succeeding at a particular job, but evidences the diligence, integrity, and work-ethic to be a stand-out employee in a different job classification, there might be a chance for such a transfer.

But, as others have said . . . "it all depends" . . .

 

[Reformed Roman]

If a person had poor sales, and a good work ethic, and moved into a non sales position, I am sure the company would love to move the employee. Many people hate firing people... But depends again, on likability and what each job is about

 

[Toasty]

I guess it would depend if the person's performance issues in one position would have any effect on another position within the same company.

We may not have a common understanding as to 'performance issues'. While lack of skills in one area might not indicate lack of skills in another, I would consider performance issues to cover such as diligence, work ethic, and devotion to duty.

I was thinking of not being skillful enough in a certain area.