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Recent Tech Layoffs Are Lessons On How To Keep People Away

There is none good How to let staff go. But the tech giant’s recent layoffs show it does. Wrong how to do it.

When Twitter recently laid off about 50% of its workforce in a mass layoff campaign, former employees and experts condemned the approach. Many of the staff affected were not informed of the dismissal in writing or through Human Resources. They found themselves fired when they lost access to the company’s email. Others who had been vocal critics of new CEO Elon Musk’s company direction were fired entirely on social media platforms.

Twitter is an extreme example of how not to cut staff, but many companies have failed to provide the transparency and resources needed to manage the situation properly. Leading with empathy and clarity can go a long way toward mitigating employees affected by staffing cuts and keeping the rest of your workforce feeling respected.

The evils of being inhumane

A poor response to layoffs can have far-reaching implications for your business. Studies have shown that cutting just 1% of his workforce could increase his voluntary turnover by more than 30% the next year. I was able to successfully communicate my long-term plans and strategies.

A thoughtless approach to layoffs can also lead to a worsening work culture as it burdens the rest of the workforce. For example, one who is still on her Twitter reports that losing so many engineers is putting a lot of pressure on the rest of the staff. Another study conducted by Stockholm and Canterbury Universities found that after being laid off from a company, survivors had job satisfaction 41% lower than his and job performance 20% lower than his .

There is also always the risk of a disrespected employee filing a lawsuit. But David Zweig, a professor of organizational behavior and human resource management at the University of Toronto, says that if people are treated fairly and respectfully during layoffs, the reasons for layoffs can be made very clear. , says it can help people feel valued. They reciprocate the action in response. “They are much less likely to get involved in possible lawsuits, physical or emotional deviations, etc. against people who truly feel they have been wronged,” he says.

However, companies should be familiar with and follow layoff laws. Otherwise, you may run into problems. Twitter is now facing a possible class action lawsuit after an employee in California was fired without a mandatory 60-day warning period. For example, in Ontario, an employee with eight years of experience must give her eight weeks’ written notice of termination of the employment contract.

How to fire staff with empathy

Handling layoffs with respect actually begins well before the downsizing period. Companies need to carefully develop a positive work culture where everyone feels supported to help their employees weather the storm during difficult times. “Codify your company’s purpose and values ​​so that everyone understands the common goals of the organization,” said he, CEO of Delivering Happiness. beyond happinessWhen headcount reductions occur, leaders must ensure that those reductions are aligned with the same goals. That way, her members of the team are more likely to understand why layoffs had to occur.

“One of my clients, National Bank Capital CEO Joe Camberato, did such a good job of building empathy and respect that the day after his layoff, an employee actually offered him coffee and donuts. Brought it to me,” says Lim. They were eventually able to bring back the staff they laid off when the business stabilized and now he is growing as one of the top employers in the area.

Having a plan to help staff leave work more smoothly can also go a long way toward fostering good relationships with departing employees. “The past few years have been difficult. Layoffs are having an even more severe impact on the mental and even physical health of many people,” says Lim. Extending health insurance, as Facebook did when it laid off 11,000 employees earlier this month, is one way businesses can help. These include providing tools, providing personalized referrals, and providing emergency financial assistance to employees in need.

“It is very important to provide departing staff with information such as retirement benefits, answer immediate questions, and provide them with the resources they need to recover,” says Zweig. “All of this helps mitigate the negative impact of layoffs.”

Recent Tech Layoffs Are Lessons On How To Keep People Away

Source link Recent Tech Layoffs Are Lessons On How To Keep People Away

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