4 ms·

I've been at a company where the 1-1 firings occurred over a morning. I was fortunate to keep my job, but I can tell you it was a pretty awful day for those sta

by entee 8y ago

I've been at a company where the 1-1 firings occurred over a morning. I was fortunate to keep my job, but I can tell you it was a pretty awful day for those staying (obviously not as bad as for those leaving :(). There's no good way to do this, layoffs of this sort are awful. I actually am not sure this is better or worse. You have a horrible Friday night, with untold stress, but at least you're not sweating at your desk with people being walked in to the back to be canned, afraid of the mere mention of your name or a tap on the shoulder.

deelowe 8y ago
There is a right way to do this. You announce it to the staff and at the same time you let those affected know. It's best to do this at the end of the day. Telling people "you may or may not still have a job, you'll get an email within the next 72 hours" is ridiculous. So what happens if it's Monday morning and I didn't get an email? Am I still employed? What if there was a glitch? What if I show up and I'm escorted out? This screams of mismanagement.
- drusepth 8y ago
  >So what happens if it's Monday morning and I didn't get an email? You still have a job. >Am I still employed? Yes. >What if there was a glitch? This seems rare, and it seems like people would double check to ensure this doesn't happen (and if it did, to re-send an email). >What if I show up and I'm escorted out? Sounds awkward at worst, but now you know.
- pbhjpbhj 8y ago
  Can't you email those not listed for termination, at the same time, and tell them they still have their job.
- Faark 8y ago
  > You announce it to the staff and at the same time you let those affected know. To do this you would have to already have finalized this list of people to let go. Specifying that list beyond rough department targets to actual individuals probably requires involvement of many managers and might be what happened in those 72 hours, but I'd love to hear from someone with actual experience. Could larger organizations actually prepare that without leaking the layoff anyway?

by entee 8y ago

deelowe 8y ago

There is a right way to do this. You announce it to the staff and at the same time you let those affected know. It's best to do this at the end of the day. Telling people "you may or may not still have a job, you'll get an email within the next 72 hours" is ridiculous. So what happens if it's Monday morning and I didn't get an email? Am I still employed? What if there was a glitch? What if I show up and I'm escorted out? This screams of mismanagement.

drusepth 8y ago
>So what happens if it's Monday morning and I didn't get an email? You still have a job. >Am I still employed? Yes. >What if there was a glitch? This seems rare, and it seems like people would double check to ensure this doesn't happen (and if it did, to re-send an email). >What if I show up and I'm escorted out? Sounds awkward at worst, but now you know.
pbhjpbhj 8y ago
Can't you email those not listed for termination, at the same time, and tell them they still have their job.
Faark 8y ago
> You announce it to the staff and at the same time you let those affected know. To do this you would have to already have finalized this list of people to let go. Specifying that list beyond rough department targets to actual individuals probably requires involvement of many managers and might be what happened in those 72 hours, but I'd love to hear from someone with actual experience. Could larger organizations actually prepare that without leaking the layoff anyway?