[btasker]

No, it's the result of that poster's mindset - there's absolutely no need to do any of that. In fact, that type of behavior is against the law in a lot of countries and will leave the employer likely liable.

If someone's under-performing whilst in their probation period getting rid of them is incredibly easy. Outside of the probation period there's a bit more of a process, but it's still not particularly hard - all you actually need to be doing is documenting.

[nkmnz]

This is not true. It’s impossible to fire an employee for performance reason after the probation period in Germany. If an employee cannot deliver on the tasks assigned, they need to be assigned easier tasks. In order to risk your job you have to actively work against solving your skill gap, e.g. declining offers of upskilling.

[btasker]

First, let's be fair, Germany really is an awful example if you're going to then try to apply it to the rest of Europe.

> It’s impossible to fire an employee for performance reason after the probation period in Germany.

This is untrue.

It's true that Kündigungsschutzgesetz does set a really high bar.

You can get rid of them if they aren't delivering on assigned tasks, but you need to show that they are able (and are therefore simply unwilling). There's also the possibility of doing it if there are personal reasons (i.e. something in their life has impacted their suitability for the role) but that's more complex.

That's why you see people get assigned easier tasks - they're being given tasks that are so noddy that anyone could do them (a failure to do so showing that they're not really trying).

But it's hard. The level they have to achieve is really low - something like 65% of a "normal" employee.

But Germany is just one country in Europe. Have a look at France, Italy, Belgium or even the UK - it's *nothing* like the level of stringency that Germany applies.

[nkmnz]

I agree on the statement that Germany really is an awful example. Period. :)