[kochikame]

To balance this comment, if you are a full time employee you are super well protected and cannot be fired for any reason other than gross negligence or actively breaking the law.

Managing out a poor performer in Japan is a grinding process that can easily take two years from start to finish

[irusensei]

That explains this: https://www.theregister.com/2024/10/16/bandai_namcos_layoff_...

> "Bandai Namco reportedly tries to bore staff into quitting, skirting Japan’s labor laws"

> Canceling some game projects and shuttering existing ones has helped, but facing the need for further adjustments, Bandai Namco has reportedly turned to the unspoken Japanese tradition of layoff-by-boredom by stuffing unwanted employees into oidashi beya, or "expulsion rooms."

> Do a quick online search for oidashi beya and you'll see plenty of websites explaining the practice, or otherwise discussing how difficult it is to fire people in Japan thanks to strong labor protections. It's not a new practice, either: For those that haven't been reading the Reg for the past 11 years, we even wrote about it way back in 2013 as a wave of the practice swept through Japan and hit tech workers at companies reportedly including Panasonic, Sony and other firms.

[0cf8612b2e1e]

At a US F500 company, HR can still make it onerous to get rid of an underperforming employee. Wants multiple documented poor reviews to avoid any potential for follow-up legal action (which seems incredibly unlikely, but HR wants to cover their butts).

[lumost]

I suspect these processes are also there to prevent “rocking the boat”. There are a number of US F500 companies that are effectively static businesses with predictable market dynamics.

In a stable environment, in a large organization, it doesn’t really make sense to fire people in the hopes of getting someone better. You are more likely to get someone worse, or more expensive, or who has a long ramp up period. It’s possible that the manager trying to exit an employee is exercising subjective/uncalibrated performance guidelines- or is covering their own incompetence.