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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. Tel
by 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 agoCan'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?