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WoTC to hire new Director of Brand Marketing for D&D
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<blockquote data-quote="Dannyalcatraz" data-source="post: 5692277" data-attributes="member: 19675"><p>You're actually not far off- it makes good business sense to do so. It encourages consistency and minimizes loss of "corporate knowledge" when the leader leaves.</p><p></p><p>Companies that don't ask their better employees- at every level- to train others often find that when transitions occur, it will be to their detriment. One of my close friends was fired when they hired his replacement (the company was running with a single person in the position) shortly after he asked for a raise. They soon found out that, though the new hire <strong>technically</strong> had he skills, he was not as efficient nor had the same depth of knowledge as did my friend. And that knowledge gap cost them time & money.</p><p></p><p>So they hired him back as a training consultant to educate the new guy...at a higher salary still.</p><p></p><p>IOW, he was receiving his severance AND a consultant's fee (higher than his salary) for a few months while he trained the new guy. All while paying the new guy and clearing up the delays & overruns caused by my bud's firing. All told, they could have payed several years of my friend's salary at the increase he asked for with the money those months cost them.</p></blockquote><p></p>
[QUOTE="Dannyalcatraz, post: 5692277, member: 19675"] You're actually not far off- it makes good business sense to do so. It encourages consistency and minimizes loss of "corporate knowledge" when the leader leaves. Companies that don't ask their better employees- at every level- to train others often find that when transitions occur, it will be to their detriment. One of my close friends was fired when they hired his replacement (the company was running with a single person in the position) shortly after he asked for a raise. They soon found out that, though the new hire [B]technically[/B] had he skills, he was not as efficient nor had the same depth of knowledge as did my friend. And that knowledge gap cost them time & money. So they hired him back as a training consultant to educate the new guy...at a higher salary still. IOW, he was receiving his severance AND a consultant's fee (higher than his salary) for a few months while he trained the new guy. All while paying the new guy and clearing up the delays & overruns caused by my bud's firing. All told, they could have payed several years of my friend's salary at the increase he asked for with the money those months cost them. [/QUOTE]
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