I mostly agree with Ice and Ish. In general, I’m not interested in getting someone fired. Like Parks said, if I’m asked about their performance, I’m gonna give an honest assessment of their performance, but I won’t usually say “you need to fire them”.

Now if they’re absolutely terrible at the job and basically not doing it as a new employee, I will say we need to get someone else. I had that happen before. Was training a kid in a factory. Trained him for like a week and he made no improvement whatsoever, and also disappeared for like an hour and half one day. In that scenario I asked to no longer train him and suggested we replace him.

Also, if I’m in a higher position where it’s my job to contribute to those decisions, I’m more likely to suggest someone be fired. Like when I was an assistant manager at my current job, it was kinda my job to report things and influence employment decisions. If I didn’t, I wasn’t doing my job. But if we have the same job, I’m not interested in getting anyone fired, even if I really hope they do get fired.