If you're asked to train somebody new, give them directions but don't teach them how to do it, and definitely don't teach them all the little things you learned over time that can help simplify or speed up the process. Make it harder for them to replace you.
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You're like 15 years late. The previous CEO John Chambers said point blank: "Don't fall into the trap of helping other people." Management up to the VP level made it clear they don't know anything about what their reports do, and if you help someone do better they won't know that and fire you instead. Yes, they used the word "fire.". Thankfully they never tasked those of us with "helping other people" in our job description with team oriented tasks.
Leave Cisco, problem solved. It's a toxic workplace.
Go ahead and downvote me. You cannot change the truth.
The only way I'm training my replacement voluntarily is if I'm choosing to leave a company. If the company wants to decide to replace me, then that's their call and they can deal with training.
I usually document my job's tasks on the team's wiki or other documentation site. I may have local documents on my workstation that I can share w/ the manager or upload them to the wiki, but that's it. I usually leave more documentation than I received when I started, so the new person can figure it out just like I did.
Re: Be Careful
Consider adding yourself to the LR list and finding a job somewhere else.
What a great team mate and good person you are !!
The advice from Walter White apparently
Terrible advice, poor way to behave.
Have empathy, even though management does not.
They will replace you no matter what.
Look at your org chart and spot the difference.
If it’s obvious, they will “Do the needful”
This post is exactly why I sold all my stock. Can’t blame the OP. It’s understandable to be angry and not want to play nice. I blame leadership for putting good people through this.
Everyone saying it’s bad advice, you’re 1000% right. But it’s going to happen. It’s sad.
so many downvotes in such a short time, interesting.
Thanks for OP, my team keep LR older worker with no replacement. So there is no training requirement.
Never train a replacement.
Wow...you have managerial material, you'll be safe.
If they’ve already decided to, they’re gonna replace you either way. We are ALL replaceable at work.
Horrible Horrible Advice!
Better yet, quietly start updating your resume and taking online courses to enrich your marketable skills. Any employer who is quietly plotting to replace a dedicated, reliable, skilled employee with cheaper labor is unworthy of your talents.
That’s fair advice 6-12 months before an LR.
I would also say beware of a manager 3-6 mos before an LR trying to take job scope and projects from you. Many LR business cases will involve 2+ employees working on multiple products. And the manager has to push the good work to the person they want to keep.
Example, two people working on multiple products, say A (cut mode) and B ( invest mode) The business case will start with product A resources targeted for cut across the company. The manager decides who to target for LR and doesn’t have that person support Product B or involved in Product B/new projects. Insert yourself 3 mos. before an LR on product B, get support from/emails from others, and over communicate to your manager the work you’re doing on product B. Makes it’s really hard for the manager, if they submit an LR business case that you’re only working in product A.
Better yet, train them well and make sure they are good. Then use them as a rec when needed later, and they can attest to your training skills and ethics.
They are not your enemy, they did not decide to let you go (if that is what happens to you).
This is not good. Don't ever do this. Train someone well and teach them how to do things quick and properly. Such bad advice.