When things are good, this sort of urgency does creep up of like we have to like capitalize on this. But if you pull out just a little bit and look out at the broader landscape, you're like, wait a second. There isn't one game to win here. And the next thing that is going to matter is always around the corner. It's okay if we don't completely dominate our industry during this one three year uptick because guess what? It's going to get disrupted anyway. So I feel like failure to imagine a time that is not as good as this time is pervasive. That begets a real growth growth at all cost which doesn't look great in the rear view
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
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