Don't wait until you have to lay people off to get rid of poor performers because it makes the good performers who lay off feel like shit. Do this role, like any other work inside your organization. It would fit on the back of a rock band's touring t-shirt. And ideally, instead of saying I screwed up, don't screw up. Just a thought. Don't take a bonus if you do. That feels like a place to wrap 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
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