Punishment is overrated. The blame game is a game with no winners.
The new CEO is setting a new tone, new structure and new priorities. Getting rid of people who fail to adopt the new vision is fine and reasonable. Firing people for pre-pivot problems isn't.
Frankly, I think your suggested action would have one major effect: killing innovation.
After all, who would dare to innovate if they knew that if the project failed (no matter if the cause was them, or if it was a company-wide cultural issue) that you might capriciously fire them, long after the fact?
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> What should the punishment then be
Punishment is overrated. The blame game is a game with no winners.
The new CEO is setting a new tone, new structure and new priorities. Getting rid of people who fail to adopt the new vision is fine and reasonable. Firing people for pre-pivot problems isn't.
Frankly, I think your suggested action would have one major effect: killing innovation.
After all, who would dare to innovate if they knew that if the project failed (no matter if the cause was them, or if it was a company-wide cultural issue) that you might capriciously fire them, long after the fact?