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Yup, and if you want to play mind games with your employees, and pretend like it's not a monetary relationship, then the feeling is mutual. I provide enough
by lsc 13y ago
Yup, and if you want to play mind games with your employees, and pretend like it's not a monetary relationship, then the feeling is mutual. I provide enough real value that I can get an employer who respects me enough to be honest and up-front.
We aren't family. Both of us are going to break off the relationship if we see a better deal.
If you want me to stick around because I think the company will be better X years from now? Give me a significant amount of underwater options, and a position where I have a chance to move the share price.
However, more relevant to this situation? Who do you think is going to take the cash and leave? Probably the people who can most easily get new jobs.
Now, I'm the first to point out that your ability to get a job does not 100% correlate with your competency, but there is certainly some correlation. Your company is going to be dramatically worse off if the people who have other options leave. If you have to let people go? you want to get rid of your bottom performers, not the top performers.
- cosmie 13y ago>> Your company is going to be dramatically worse off if the people who have other options leave. If you have to let people go? you want to get rid of your bottom performers, not the top performers. This is true, IFF your voluntary reduction process is indiscriminant in whom is approved. In the case of the Dell program, you have to "apply" for the voluntary layoff. In January they'll take all the applications and choose whom to let go. If they have no intention of reducing headcount in your group, you won't be accepted. If they do have intentions to reduce headcount in your group, but you're the best worker in the group, there's a strong chance they'll deny your application.