There are individual differences, but I now feel majority of manager-decision-makers across U.S. and Singapore do feel a higher resistance to let go an FTE rather than a contractor. Deterrence:
- expectation of affected employee that the job is long-term. Most managers won’t ignore your feeling. They are worried about your complaints
- reflection on her own record as a manager
- they often prefer an internal transfer
- formal performance improvement process is not required for non-performing contractor
- official complaints
- litigation (in the U.S.)
The deterrences are a form of protection for the FTE, but paradoxically, I hate these deterrences, as they lengthen the slow death.