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Yeah I'm personally against the spectacle of empathy theater for layoffs at companies that long outgrew Dunbar's Number. The actual quality of severance package

Yeah I'm personally against the spectacle of empathy theater for layoffs at companies that long outgrew Dunbar's Number. The actual quality of severance packages and the dignity / professionalism of the process should be more central to how the public responds to these layoffs.

Seattle3503 1y ago
When I was laid off I was cutoff from all my colleagues because my Slack was cut. In fact everything was cut in the middle of my standup and I just dropped out of my Zoom call. I think you can be big and still grant dignity and closure to folks.
- throwawaylaptop 1y ago
  I know it probably sucks personally, but you gotta admit that's straight out of a comedy movie.
AlexandrB 1y ago
Doesn't a pre-recorded video speak to dignity (or lack thereof)?
- duskwuff 1y ago
  Any announcement of a mass layoff is going to be a one-way conversation regardless of how it's conveyed. (A 150+ person conference call with the participants unmuted would inevitably be a fiasco.) Making it available to employees as a prerecorded video does at least mean that it's likely to be better rehearsed, and that the recipients can listen to it at their own pace, e.g. by pausing to take notes.
RowanH 1y ago
In New Zealand we have an absolutely shit employment law process where the company has to 'propose' a restructure (in a formal fashion). Then 'consult' with employees for feedback. Then 'consider' the feedback. And then 99% of the time it's all just the same and people get made redundant. It is absolutely brutal as it invites the chance of hope during the downsizing - and implies staff will be able to provide alternative suggestions. Which is quite plainly bananas. It's enshrined in law and if you don't follow the process as an employer you can get taken to task by the governing body around it. It's just far easier, and less harmful emotionally, to rip the band aid and provide a good package.
- jopsen 1y ago
  Might it not depend on the industry? I've heard of unionized factory workers negotiate lower salaries to keep the shop open. Granted that was Europe.
- markdown 1y ago
  > ...and implies staff will be able to provide alternative suggestions. Which is quite plainly bananas. Why is that bananas? When covid hit my country, the national airline fired ~90% of flight attendants. They had been willing to be put on leave with 0 pay until the airline needed them again, but the airline wasn't interested in that. They were very happy to have an excuse to get rid of these long-serving employees and hire fresh-faced 18-25yr olds on starter salaries in their stead. Having a mandated process like you mentioned (maybe for companies with more than 50 employees) could have made a massive difference in an instance like this. The flight attendants in my example eventually all got their jobs back, but only after a years-long legal battle during which some lost their homes and most had a very tough time.

Seattle3503 1y ago

When I was laid off I was cutoff from all my colleagues because my Slack was cut. In fact everything was cut in the middle of my standup and I just dropped out of my Zoom call. I think you can be big and still grant dignity and closure to folks.

throwawaylaptop 1y ago
I know it probably sucks personally, but you gotta admit that's straight out of a comedy movie.

AlexandrB 1y ago

Doesn't a pre-recorded video speak to dignity (or lack thereof)?

duskwuff 1y ago
Any announcement of a mass layoff is going to be a one-way conversation regardless of how it's conveyed. (A 150+ person conference call with the participants unmuted would inevitably be a fiasco.) Making it available to employees as a prerecorded video does at least mean that it's likely to be better rehearsed, and that the recipients can listen to it at their own pace, e.g. by pausing to take notes.

RowanH 1y ago

In New Zealand we have an absolutely shit employment law process where the company has to 'propose' a restructure (in a formal fashion). Then 'consult' with employees for feedback. Then 'consider' the feedback. And then 99% of the time it's all just the same and people get made redundant. It is absolutely brutal as it invites the chance of hope during the downsizing - and implies staff will be able to provide alternative suggestions. Which is quite plainly bananas. It's enshrined in law and if you don't follow the process as an employer you can get taken to task by the governing body around it. It's just far easier, and less harmful emotionally, to rip the band aid and provide a good package.

jopsen 1y ago
Might it not depend on the industry? I've heard of unionized factory workers negotiate lower salaries to keep the shop open. Granted that was Europe.
markdown 1y ago
> ...and implies staff will be able to provide alternative suggestions. Which is quite plainly bananas. Why is that bananas? When covid hit my country, the national airline fired ~90% of flight attendants. They had been willing to be put on leave with 0 pay until the airline needed them again, but the airline wasn't interested in that. They were very happy to have an excuse to get rid of these long-serving employees and hire fresh-faced 18-25yr olds on starter salaries in their stead. Having a mandated process like you mentioned (maybe for companies with more than 50 employees) could have made a massive difference in an instance like this. The flight attendants in my example eventually all got their jobs back, but only after a years-long legal battle during which some lost their homes and most had a very tough time.