In this episode guide, Jarrett ponders how to separate the people positive and complexity conscious frames. This is a highly emotional event for the people locally involved as well as everyone else. And most of the workflow just pretends that it's all one event. How might we parse actually the very operational part of it from the relational part of it?
We won’t mince words: Layoffs suck. They heap very real stress and chaos onto very real people’s lives. And as we’ve seen reported lately, big waves of layoffs are hitting several companies—and thousands of people—hard right now. This pile of not-good news sparked some questions for us, like: Why are layoffs a go-to cost-cutting lever? What pre-layoff org design decisions put employers and employees in this gnarly position? And why does every CEO letter announcing mass layoffs sound like it was written by the same robot?
In today’s episode of Brave New Work, Aaron Dignan and Rodney Evans, who’ve been on both sides of the layoff aisle, spend time with these queries and dig into:
- The all-around messiness of the traditional layoff process
- Why companies default to short-term thinking when the boom times boom
- Dehumanizing layoff practices we should shelve for good
- Creating clear containers and agreements for handling layoffs
- How we could design a layoff moment that’s truly people-positive
Our book is available now at bravenewwork.com
We want to hear from you. Send your thoughts and feedback to podcast@theready.com
Looking for some help with your own transformation? Visit theready.com