It was popcorn time on Gab today as Mike Cernovich had a public meltdown with someone who has just recently become his former employee. The dude goes by the internet moniker of Baked Alaska and he is the proud owner of a badly dyed blonde ponytail. I saw that from watching his video which didn’t pan down below the waist but I can only assume that the guy was wearing jean shorts as well.
Look, you can go and check it all out for yourselves if you like.
Why am I posting about this? Because this is a really good example of how not to manage an employee. I don’t know this Baked Alaska dude, (his actual name is Tim), but he does appear to be quite baked. It seems that Mike Cernovich was entirely justified in firing the guy. But unfortunately Cernovich has come out of this looking pretty ordinary. So let’s break it down and learn from his mistakes.
In Cernovich’s post which I quoted above he mentions that Baked Alaska was a former employee of Milo:
Everyone wondered what Tim did to get fired from MILO’s tour, which was the best opportunity anyone ever gave him. MILO won’t say. But Tim has a history of blowing up every personal and professional relationship in his life.
Milo won’t say because Milo seems to be a professional. That’s how you resolve these issues. Behind closed doors to the satisfaction of both parties and then you keep your mouth shut while sticking an NDA on the other party. So that’s how Mike should have handled it. What did Mike do wrong, as far as I can tell?
First, he hired this guy when Milo had already fired him. Mike and Milo are supposed to be tight so a simple email with a question along the lines of, “thinking about hiring this guy – good idea or poor idea?” would have been sufficient. I’m pretty sure all of his troubles would have ended right there.
Even if Milo had refused to comment we have it on record from Mike himself that the guy “has a history of blowing up every personal and professional relationship in his life.” So why exactly would you hire him again?
But Mike did hire him and he paid him $5000 a month. How do I know that? Because Mike has publicly stated it, along with a bunch of other information that a former employer just should not be saying about an ex-employee. Think of the message that Mike is putting out here to any other potential future employee – if it goes bad in any way then there’s a good chance that private correspondence and information is going to be all over the internet. It’s not a great precedent that Mike is setting, and yet the other day he had a round-up of the year where he complains about not being able to find good employees. Gee Mike, I wonder why.
What you don’t do with ex-employees is post videos of yourself on the internet bagging them out, however justified you may be. You don’t post screenshots of private messages and conversations. You don’t disclose information that should remain confidential such as an employee’s salary. And above all you do not take public an employer-employee relationship that has gone bad. Because no matter how justified you are you’re just going to look like one side of a cat fight.
Now the internet is blowing up as everyone seems to be taking sides. But there aren’t any sides to take here. This is two people who are making the bad mistake of airing their dirty laundry. Who the hell takes sides in a situation like this? They both look as bad as one another which is completely unprofessional. And that is the only lesson to take away from this.