I was being facetious, sorry if that wasn’t clear. That’s just how Regular Employment works. You don’t even need to tell the employee the implications of being on the 90 day plan. You tell them up front what the expectations are for the role, and if they don’t meet them in 90 days, you fire them. Does not need to be more complicated than that.
30/60/90 is pretty standard stuff. It’s literally the documentation and justification you need to fire the employee at the 90 day mark if you need to. Like a preemptive PIP if you will.
I don’t want to hire anyone who doesn’t want to be held accountable to what they say they can do anyway.
> You tell them up front what the expectations are for the role, and if they don’t meet them in 90 days, you fire them.
In the US at least, firing people for cause is difficult to do. More likely you just wait for next RIF and include your low-performers on the list.
So, yes, this is business as usual to some extent, but it's not a very cost effective or efficient way of hiring. If you really have work that needs doing, then you want to hire someone able to do it, not have a haphazard hiring process where it's a crapshoot and "if they don't work out we'll just fire them in our annual RIF, and try again".
Limited sample size but I've not worked anywhere in the US that didn't have a 90 day carve out for terminating people from date of hire, MegaCorp or SMB.
Of course it's not cost effective, or efficient, but as the article points out, nothing really is, and this method is at least preferable to the weird quasi-employment situation the article proposes