Chapter 158: Fire soone Chapter 158: Fire soone Victoria Garcia closed the portfolio and counted three seconds in her heart before speaking.
“Is this the plan you always follow for every season’s new products?”
The Design Departnt Manager adjusted her glasses on the bridge of her nose and counter-questioned, “What’s wrong with this idea?”
Hearing these words, nurous imaginary horses crossed Victoria’s mind; this idea alone showed that there was a significant problem with this person’s work ethic.
“Don’t you think there’s a problem?”
But the Design Manager solemnly explained, “The innovation of products is like this. We just make so changes on classic or popular products.”
Right, that’s innovation—a completely uncreative innovation.
“Besides this innovation model, is there nothing else?” Victoria tried her best to suppress the anger in her heart.
“We’ve been exploring.” The manager replied with righteousness and severity.
Upon hearing this, Victoria asked her, “How many years have you been in this position?”
“Eight years.” When she said this, there was a sense of pride emanating from within.
Victoria cald her anger and, after a while, gently said to her, “Since you haven’t co up with a new innovation model in eight years, I don’t expect you to co up with one in ten, so I’m formally notifying you that you can go to the Human Resources Departnt to collect your severance pay and leave.”
“What do you an?” The Design Manager angrily questioned her.
Victoria ignored her anger and continued to speak calmly, “According to the company’s HR contract, it should be written very clearly—if an employee fails to et the company’s expectations for three consecutive years, the company has the right to dismiss the employee, and, according to the Labor Contract Law, provide N 3 compensation.”
“You’re going to fire , an old employee who’s worked hard for the company for eight years?”
“Yes, that’s what I an. If you’re not satisfied with the severance pay, you can refer to the labor contract signed by the company at that ti.” Victoria was resolute.
When the Design Departnt Manager heard this, she suddenly beca furious, “Do you think you’re so great? Just saying you’ll fire and then you do it? Have you ever thought about how much profit I created for the company during my first three years here? The hot-selling clothes at that ti were all designed by . And, after all these years, the company hasn’t given a raise. If it weren’t for my affection for the company, I would have left long ago.”
Although Victoria had never heard such complaints formally, she read about quite a few of these cases.
“When you created profits for the company, the company also gave you corresponding benefits and positions in return. You only ntioned the first three years. What about the following five years? Did you create any profit then? Or did you just create a pile of backlogged clothing? The company has been taking on these costs, and yet you question why the company hasn’t given you a raise for your performance?”
“Is the backlog of clothing my sole problem? The Sales Departnt can’t break through the situation, so it’s all blad on ?” The Design Manager cross-questioned her.
Victoria countered her, “Don’t you think there’s a problem with the clothes you design?”
“What problem? Those classic designs wouldn’t go out of style for three lifetis. Those trendy clothes that update quickly don’t have any issues according to the thought process, either. They used to sell well, but if they don’t sell well now, it’s a sales channel issue.”
Victoria really didn’t like people who constantly shirked responsibility onto others.
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