If they expect me to train my replacement, they're not going to like the result. I would never refuse to do it, since I wouldn't want to endanger my severance if I'm affected. But the quality of my training? I'm going to make sure my replacement knows exactly how to do most of the things in the slowest and most resource-consuming way possible. Some things that don't come up that often I will conveniently forget to tell them about. I know that's spiteful but I don't give a damn. I'm not doing this company any favors.
5 replies (most recent on top)
Why not have the highly talented and compensated people train the new hires. In this way they can never complain about employees not knowing what they are doing because they actually trained them. Win-Win for Nielsen.
Upon successful completion of your assigned articles from Degreed, you're considered trained, as per Karthik's standards. For any successors replace your role, direct them towards Confluence. All necessary information and procedures are comprehensively documented there.
I would just plan on teaching my potential replacement things that sound correct, but you know from experience would really pi-s off a client or endanger future business.
Fck Nielsen especially Fck Karthik for this. I plan on helping burn the place down on my way out.
I can hardly stand to do my job as it is right now as it is while I plan my exit strategy. nd you want me to train my replacement too? LOL. GTFO.
They've historically struggled to train anyone --even with experience -- for my department to provide adequate coverage, much less fill an opening, so I'm excited to see how this goes 👍
Training in another time zone for a week per year of severance, some of us already capped. These people are actors the way they can say this sh-t with a straight face.