5 ms·

Most of this is good advice, but I'd disagree with declaring "Today is your last day." I've been on both sides of the layoff conversation, and usually there ar

by GCA10 7y ago

Most of this is good advice, but I'd disagree with declaring "Today is your last day." I've been on both sides of the layoff conversation, and usually there are some loose ends relating to work-in-progress that can be tidied up with dignity if everyone has a couple days to do it. We're talking about reworking next week's client meeting, or sorting out some team/project responsibilities that ought to be handed off cleanly, or whatever. Assuming that there's trust in both directions, too, it's decent to give laid-off employees a couple days to retrieve or delete personal information that's relevant to their life going forward. A work emailed picture of grandma's birthday party. That sort of thing. The person you lay off today is likely to stay in the industry, and to mingle in the future with people that might be important to your future success. Take a moment to think how you want to manage that relationship. Tossing her/him out the door that day is one approach. But it carries a price. A favorite example from finance. The guys who founded Kohlberg Kravis Roberts were thrown out of Bear Stearns quite summarily in 1976. They built quite a mighty firm in KKR and did not do a penny of business with Bear Stearns for many years. KKR is still around and doing fine. Bear Stearns went bust in 2008. That single example isn't cause and effect. But it's a marker.

_delirium 7y ago
Your suggestion also fits better with the social norm that employees should give two weeks notice if they want to leave on good terms. Neither side is required to give any notice in the US in most cases, but both employers and employees usually prefer if the other side offers a small time window to wrap up loose ends.
davidu 7y ago
Yep. I’m not sure you read the whole thing, as I cover the grandma birthday example. Sentiment-wise we agree, tactically it’s still not the best practice. I know it sounds like it is. It really depends on the maturity of the workforce and leadership, as I mention. For a lot of startups, that’s in short supply and just saying today is the last day of work is easiest. It shouldn’t have the feeling tossing them out. It can be end of day, folks (not boss) can arrange a meet up at a bar nearby, etc. I’ve seen it go sideways on both sides before when it’s too ambiguous for people or drawn way out, especially for junior folks in IC roles. The right thing really is just let them go, pay them as much as you can, and let them start figuring out what’s next. If it were me, chances are I would not make the day of notification their last day unless they wanted it to be (most would I bet) but I also know what I’m doing. :-)
- klenwell 7y ago
  Agree with you. Saw something like this not too long ago where it was not handled crisply. There were no long-lasting consequences as far as I know and I can't get into the details but it was just sloppy and leaked all over the place. I think your advice is well dramatized by this Moneyball scene: https://www.youtube.com/watch?v=fTjhHrcyiQI https://www.youtube.com/watch?v=fTjhHrcyiQI
- GCA10 7y ago
  Thanks for the very thoughtful reply. I like your option of semi-offering a couple days grace period but also letting the departing employee say: "Nope, I'm out of here." From the employee side, there's a primal desire to control something about this unexpected and unwelcome process. Moving the last-day slider a day or two in either direction might hit the spot.
  - davidu 7y ago
    One of the hardest things about this process for a sensitive and compassionate leader is knowing when to not try and "make it better." This is probably the greatest video clip on the subject of all time: https://www.youtube.com/watch?v=fTjhHrcyiQI https://www.youtube.com/watch?v=fTjhHrcyiQI
jakozaur 7y ago
In many European countries, a month-long notification is a typical period. Assuming there is trust, the transition may take some time. Reworking presentations, leaving projects in the middle creates extra work. Plus for the individual, this gives time to adapt to the new situation. However, if you go that route make it specific it is for transition and once person is done it doesn't have to do any new work and just left them to leave earlier.

by GCA10 7y ago

_delirium 7y ago

Your suggestion also fits better with the social norm that employees should give two weeks notice if they want to leave on good terms. Neither side is required to give any notice in the US in most cases, but both employers and employees usually prefer if the other side offers a small time window to wrap up loose ends.

davidu 7y ago

Yep. I’m not sure you read the whole thing, as I cover the grandma birthday example. Sentiment-wise we agree, tactically it’s still not the best practice. I know it sounds like it is. It really depends on the maturity of the workforce and leadership, as I mention. For a lot of startups, that’s in short supply and just saying today is the last day of work is easiest. It shouldn’t have the feeling tossing them out. It can be end of day, folks (not boss) can arrange a meet up at a bar nearby, etc. I’ve seen it go sideways on both sides before when it’s too ambiguous for people or drawn way out, especially for junior folks in IC roles. The right thing really is just let them go, pay them as much as you can, and let them start figuring out what’s next. If it were me, chances are I would not make the day of notification their last day unless they wanted it to be (most would I bet) but I also know what I’m doing. :-)

klenwell 7y ago
Agree with you. Saw something like this not too long ago where it was not handled crisply. There were no long-lasting consequences as far as I know and I can't get into the details but it was just sloppy and leaked all over the place. I think your advice is well dramatized by this Moneyball scene: https://www.youtube.com/watch?v=fTjhHrcyiQI https://www.youtube.com/watch?v=fTjhHrcyiQI
GCA10 7y ago
Thanks for the very thoughtful reply. I like your option of semi-offering a couple days grace period but also letting the departing employee say: "Nope, I'm out of here." From the employee side, there's a primal desire to control something about this unexpected and unwelcome process. Moving the last-day slider a day or two in either direction might hit the spot.
- davidu 7y ago
  One of the hardest things about this process for a sensitive and compassionate leader is knowing when to not try and "make it better." This is probably the greatest video clip on the subject of all time: https://www.youtube.com/watch?v=fTjhHrcyiQI https://www.youtube.com/watch?v=fTjhHrcyiQI

jakozaur 7y ago

In many European countries, a month-long notification is a typical period. Assuming there is trust, the transition may take some time. Reworking presentations, leaving projects in the middle creates extra work. Plus for the individual, this gives time to adapt to the new situation. However, if you go that route make it specific it is for transition and once person is done it doesn't have to do any new work and just left them to leave earlier.