[kccqzy]

Requiring management to document these decisions is already itself placing low trust in management. I do not want to work at any workplace where trust in management is so low that low performance needs to be documented with a paper trail. I'd rather work at a workplace where the management is consistently competent and people place high trust in the management; so that when management fires someone everyone else agrees without having a need for documentation to prove low performance.

Disclaimer: this is only my opinion on where to work. I'm fully aware there are many other good reasons why management needs to document low performance.

[trinsic2]

I'm genuinely curious, are there any employees that work with a company that has good managers? I have heard so many bad stories of poisonous corporate culture its hard for me to see how there would be good managers. I haven't worked as an employee since the early 2000's.

[JamesBarney]

I worked lots of places. Never worked for a manager I didn't trust to fire me.

Most managers are pretty good but organizing lots of a people is really hard. And there is something like a leaky abstraction for every level of the organization as goals and context and understanding get filtered and warped as information travels up and down the org chart. You're manager is your closely interface to the insanity of distributed human decision making, so they usually are seen as bad and are blamed for all of the dysfunction of the organization when they're trying to make the best of an imperfect situation.

[umanwizard]

Nearly all the managers I’ve had throughout my career have been good. Of course people in a bad situation are more likely to complain about it, so the impression you might get from reading a forum like this is heavily biased.

[lmm]

Most NYT-sized companies won't let you deploy a bugfix without a documented rationale and a second person's signoff. It's far from an unreasonable requirement for firing someone.

[pokerface_86]

the problem is, god forbid that worker is a protected class, or else you’re facing a 5-20 million dollar employment practices claim