> Other than pathological or sociopathic management tendencies, I can't see any common scenario when it would make sense to counter while planning to fire.
Deadlines.
Having you walk out this month may be a big deal while next quarter, not so much. Or I may have found your replacement by then.
It's not about "getting back at" someone. It's about minimizing my risk as a manager. I would rather have 80% the performance with an 80% chance someone will be around in a year rather than 100% the performance and a 50% chance someone will be around in a year.
Deadlines.
Having you walk out this month may be a big deal while next quarter, not so much. Or I may have found your replacement by then.
It's not about "getting back at" someone. It's about minimizing my risk as a manager. I would rather have 80% the performance with an 80% chance someone will be around in a year rather than 100% the performance and a 50% chance someone will be around in a year.