Hire And Fire Policy

Dear All,

Do you believe in hire and fire policy? It is practised in many companies all over the world. In one of my previous companies I have seen umpteen GMs, VPs, PMs come and go. MD himself used to interview and select experienced people and bring them from other cities. They used to be placed to a high pedastal and given a long rope and after a year so they used to come down with a thud.....T he pattern was more or less the same(I shudder to think how I managed 7 years there - may be because I started in a low profile).

Looking forward to your comments/experiences..


Best Regards,

A Sankara Narayanan

Looking forward to your comments/experiences..

Any time I have an interview for a new job I ask why they are seeking people out of their company. Are they really sure they have to "buy" the competence from the market ?

Maybe this is the reason why I did not change my job

Any time I have an interview for a new job I ask why they are seeking people out of their company. Are they really sure they have to "buy" the competence from the market ?

Maybe this is the reason why I did not change my job

I've only ever worked for 3 companies in 20 years. Every move i've made has been my decision. Maybe i've been lucky in that i've been flexible enough to be prepared to do a multitude of different roles.

I have noticed in the last few months, that I am getting cold called from agencies regarding roles with other food manufacturers, roles that i am more than capable of doing, but aren't an interest to me as i have a bit (not as much as some .....i won't mention the C word!) loyalty to the company im with.

I've also found that during the past few months, it's almost as if senior management have realised that some of the specalised skills that managers at my level had through doing courses with such institutes as Resheath, are sadly lacking in the "new intake" of managers, and we are being encouraged to appraise these managers and get them onto relevant technical courses (pasteurisation, drying, cheese making etc) so that they know why a Technical or Food Safety Manager has a fit when a divert check isn't done, or pH hasn't been struck in the correct time limits. To be honest i'm glad that we're being encouraged, these skills need to be passed down so that new managers understand any implications. I'm also lucky in that wherever i've worked, the company has sponsered me to do further education courses, and will continue to do so to whatever level i require.


So my order book is out, course are being booked as we speak (or type) :)

Do you believe in hire and fire policy? It is practised in many companies all over the world. In one of my previous companies I have seen umpteen GMs, VPs, PMs come and go. MD himself used to interview and select experienced people and bring them from other cities. They used to be placed to a high pedastal and given a long rope and after a year so they used to come down with a thud.....T he pattern was more or less the same(I shudder to think how I managed 7 years there - may be because I started in a low profile).

It was probably the MD that needed to fire himself. It is not possible for a junior person to come in and succeed in improving the business to a large degree without top management commitment. The MD must set the vision and objectives and help to drive them through the business with passion and vigour. This enables change agents to thrive. Culture change cannot be delegated and that’s probably why these people failed and the cycle was repeated over and over. Just my opinion.