5 ms·

there isn't really a good way to lay off remote workers

freehunter 7y ago
That's an important point. As much as I'd like my manager to look me in the eye as they tell me I'm laid off, I'd be super pissed if they flew me to San Francisco just to lay me off then left me stewing the whole flight home.
- macintux 7y ago
  ...especially right now.
Johnyma22 7y ago
I disagree. The same rules apply to taking remote workers on. Slow and gradual onboarding with care and nurture to take them on. Careful individually planned offboarding to help them transition. It's hard to do and doesn't positively impact bottom line initially but it avoids resentment in the vertical(market) which is super important for long term growth.
- paranoidrobot 7y ago
  > Careful individually planned offboarding to help them transition. This doesn't work when you need to make large changes to an org. I've seen first hand how different styles of this work. When it's done 'carefully and individually', and keeps happening over days (because that's what it takes) - everyone else in the company starts wondering if they're impacted, and it becomes this slow-moving horror show. Another person gets tapped on the shoulder, called into a room and let go. Meanwhile the business expects things to continue as normal, but it doesn't and even normal meetings become a source of anxiety. While it's never pleasant to be told you're being let go - at least if you can do it in larger groups and get it over and done with as soon as possible you reduce the level of anxiety and uncertainty. Not to say that a pre-recorded video, voice mail or text message is the way to go, but still.
  - yibg 7y ago
    I agree. For large layoffs, do it quickly and in one shot. Managers can then follow up with individuals over time if time and schedules allow.
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wpietri 7y ago
There's no good way to lay anybody off. But there are worse and better ways. A one-on-one video call is much more respectful and humane than playing a recording.
- benatkin 7y ago
  This guarantees that a large percentage of people are going to learn about it through other employees rather than from their managers though.
  - Nextgrid 7y ago
    What potential problems could this cause?
    - bathtub365 7y ago
      Maybe a disgruntled employee takes down your database or copies confidential info onto their personal computer
      - deleted 7y ago
        [deleted]
      - wpietri 7y ago
        Your notion is that nobody who has ever been laid off had a idea it was coming? And you want to build your security with that foundation?
        bathtub365 7y ago
        No.
        wpietri 7y ago
        In that case I don't think your previous comment makes much sense.
0x202020 7y ago
I was really appreciative of the way the first company I worked for handled my departure. Things were changing at the company so I was looking to leave anyway but then they decided to change their structure and I was given a few options in person (lived ~2000 miles from main office) all of which were mutually beneficial from my point of view. A) stay on and help integrate an external team for up to 16 weeks (reduced hours, freedom to interview and apply elsewhere) B) stay on and wrap up the current sprint and tidy up some documentation for up to 8 weeks C) finish out the week and receive 6 weeks separation pay. All options also allowed me to keep insurance until I found a new position as well as keep my company provided tech. It really made me appreciate the people at the company overall, minus the person who was making the changes (which has since been canned and some of the engineering efforts at the company have stalled which is sad)
ryanSrich 7y ago
How so? I worked at an all remote company. We were remote from the day of founding. Everyone I hired I hired remotely, without ever meeting in person. In the two instances I had to let people go I did it remotely. The same way I hired them, the same way I’ve had people quit.

That's an important point. As much as I'd like my manager to look me in the eye as they tell me I'm laid off, I'd be super pissed if they flew me to San Francisco just to lay me off then left me stewing the whole flight home.

macintux 7y ago
...especially right now.

Johnyma22 7y ago

I disagree. The same rules apply to taking remote workers on. Slow and gradual onboarding with care and nurture to take them on. Careful individually planned offboarding to help them transition. It's hard to do and doesn't positively impact bottom line initially but it avoids resentment in the vertical(market) which is super important for long term growth.

paranoidrobot 7y ago
> Careful individually planned offboarding to help them transition. This doesn't work when you need to make large changes to an org. I've seen first hand how different styles of this work. When it's done 'carefully and individually', and keeps happening over days (because that's what it takes) - everyone else in the company starts wondering if they're impacted, and it becomes this slow-moving horror show. Another person gets tapped on the shoulder, called into a room and let go. Meanwhile the business expects things to continue as normal, but it doesn't and even normal meetings become a source of anxiety. While it's never pleasant to be told you're being let go - at least if you can do it in larger groups and get it over and done with as soon as possible you reduce the level of anxiety and uncertainty. Not to say that a pre-recorded video, voice mail or text message is the way to go, but still.
- yibg 7y ago
  I agree. For large layoffs, do it quickly and in one shot. Managers can then follow up with individuals over time if time and schedules allow.

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wpietri 7y ago

There's no good way to lay anybody off. But there are worse and better ways. A one-on-one video call is much more respectful and humane than playing a recording.

benatkin 7y ago
This guarantees that a large percentage of people are going to learn about it through other employees rather than from their managers though.
- Nextgrid 7y ago
  What potential problems could this cause?
  - bathtub365 7y ago
    Maybe a disgruntled employee takes down your database or copies confidential info onto their personal computer
    - deleted 7y ago
      [deleted]
    - wpietri 7y ago
      Your notion is that nobody who has ever been laid off had a idea it was coming? And you want to build your security with that foundation?
      - bathtub365 7y ago
        No.
        wpietri 7y ago
        In that case I don't think your previous comment makes much sense.

0x202020 7y ago

I was really appreciative of the way the first company I worked for handled my departure. Things were changing at the company so I was looking to leave anyway but then they decided to change their structure and I was given a few options in person (lived ~2000 miles from main office) all of which were mutually beneficial from my point of view. A) stay on and help integrate an external team for up to 16 weeks (reduced hours, freedom to interview and apply elsewhere) B) stay on and wrap up the current sprint and tidy up some documentation for up to 8 weeks C) finish out the week and receive 6 weeks separation pay. All options also allowed me to keep insurance until I found a new position as well as keep my company provided tech. It really made me appreciate the people at the company overall, minus the person who was making the changes (which has since been canned and some of the engineering efforts at the company have stalled which is sad)

ryanSrich 7y ago

How so? I worked at an all remote company. We were remote from the day of founding. Everyone I hired I hired remotely, without ever meeting in person. In the two instances I had to let people go I did it remotely. The same way I hired them, the same way I’ve had people quit.