Daniel Priestley

Here's what sucks, right? What sucks in the UK, as soon as you're in a firing situation, there's all these rules you have to follow. And you can't actually just have a sensible conversation. You can't actually just say, hey, look, here's what's really going on. You did this. We can't do it. You can't have this.

Here's what sucks, right? What sucks in the UK, as soon as you're in a firing situation, there's all these rules you have to follow. And you can't actually just have a sensible conversation. You can't actually just say, hey, look, here's what's really going on. You did this. We can't do it. You can't have this.

Here's what sucks, right? What sucks in the UK, as soon as you're in a firing situation, there's all these rules you have to follow. And you can't actually just have a sensible conversation. You can't actually just say, hey, look, here's what's really going on. You did this. We can't do it. You can't have this.

As soon as you go talk to a HR lawyer, because most companies have insurance for HR, and in order to be insured, you have to follow their scripts. So what really sucks- is that you may want to say, look, here's the issue, right? Here's the actual thing, and here's what might work. I mean, and in certain situations, you know that someone's going to get fired,

As soon as you go talk to a HR lawyer, because most companies have insurance for HR, and in order to be insured, you have to follow their scripts. So what really sucks- is that you may want to say, look, here's the issue, right? Here's the actual thing, and here's what might work. I mean, and in certain situations, you know that someone's going to get fired,

As soon as you go talk to a HR lawyer, because most companies have insurance for HR, and in order to be insured, you have to follow their scripts. So what really sucks- is that you may want to say, look, here's the issue, right? Here's the actual thing, and here's what might work. I mean, and in certain situations, you know that someone's going to get fired,

And you're going through the process that the HR is giving you. And you're just like mentally going like resign. Like you want to resign. So I will give you a massive like written positive thing, but we can't keep you. You know we're going through a process. This is the time that you should resign rather than be fired. But you're not allowed to say that. It's constructive dismissal.

And you're going through the process that the HR is giving you. And you're just like mentally going like resign. Like you want to resign. So I will give you a massive like written positive thing, but we can't keep you. You know we're going through a process. This is the time that you should resign rather than be fired. But you're not allowed to say that. It's constructive dismissal.

And you're going through the process that the HR is giving you. And you're just like mentally going like resign. Like you want to resign. So I will give you a massive like written positive thing, but we can't keep you. You know we're going through a process. This is the time that you should resign rather than be fired. But you're not allowed to say that. It's constructive dismissal.

It's all these kind of things.

It's all these kind of things.

It's all these kind of things.

Yeah. Yeah. So if you suggest that someone resigns, that's constructive dismissal.

Yeah. Yeah. So if you suggest that someone resigns, that's constructive dismissal.

Yeah. Yeah. So if you suggest that someone resigns, that's constructive dismissal.

If you've done something that if your performance is at a point where like you might really like the person, but the performance is just not there. And unfortunately, you just can't go on any longer. So you now have to either make the role redundant or you have to performance management, manage them out of the business.

If you've done something that if your performance is at a point where like you might really like the person, but the performance is just not there. And unfortunately, you just can't go on any longer. So you now have to either make the role redundant or you have to performance management, manage them out of the business.

If you've done something that if your performance is at a point where like you might really like the person, but the performance is just not there. And unfortunately, you just can't go on any longer. So you now have to either make the role redundant or you have to performance management, manage them out of the business.

What sucks is they may have been great for like three years, but now they're just the lowest performer in the business for the business to move on. you'd need to performance manage them out of the business. And to stay on the right side of your insurance, your HR insurance, you now have to go through the scripts. So this is meeting one. We're assessing the performance.

What sucks is they may have been great for like three years, but now they're just the lowest performer in the business for the business to move on. you'd need to performance manage them out of the business. And to stay on the right side of your insurance, your HR insurance, you now have to go through the scripts. So this is meeting one. We're assessing the performance.