How Not to Tell Some One They Dont Have a Job
I recently heard about a manager who called all his staff in for a meeting about the future of his part of the business. As he went through the presentation, he talked about a new, more efficient structure. The problem was, the new structure left off a bunch of existing people. These existing people immediately asked “where am i”. To their surprise, they were told that their roles where no longer needed and the manager wasnt sure if they would have a job after 30 June. Now this doesnt appear to be the smartest approach to the problem of how to tell someone they dont have a job any more. What is the impact of this approach and how could that manager have handled it better?
This approach has a number of ripple effects on a business.
Firstly, the image of the manager will be tarnished. They will be seen as weak and not able to address important issues head on. Secondly, the other employees will be looking over their shoulder and wondering if they are going to find out at any moment that they dont have a job. Thirdly, in tough times, working on a great culture is very important but this approach does not bring a team together, it drives them apart. Finally, the employees who did find out that they may not have a job in the future are likely to start looking for a new role and will not be that effective in the short term.
The approach that the manager should take is to have a one on one discussion with each of the effected people before the meeting and to let them know that the changes are occuring. The manager should then be very clear about whether the effected people have a job at the end of the period. If not, they should be offered a package. Finally, the manager should allow the effected people not to attend the meeting as this will save them from embarassment when their colleagues find out the changes.
Tough time require management to get tough and face issues head on. Hiding behind emails and power points is not the way to approach tough decisions.
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Hi,
If “managers” need this kind of lecturing, they’re at the wrong place to start with. “Managing” people is just about that – and, as you say, not about hiding behind powerpoints and E-mails.
The image of the manager is second role, at best. Who cares about the image of a manager, except himself? Not the employees, and not the business. The employees just want a clear and if possible, fair situation. The business wants results. Both are sometimes not achievable at the same time. But who, in the end, cares about the manager’s image, if not himself? Then again, a manager who cares about his image, is not a good manager. If he cares about his image he would be better off being a Hollywood star or a Wrestler.
There’s one question, and it refers to the Simon Baker “Beer test”. Would you, as a manager, be able to tell an employee he’s lost his job in such a way that you could still go out and have a beer with him? If yes, you’ve done your job right.
AF
Simon….the manager you talk about is probably one of the better managers who at least explained the new structure although in a group situation it was not ideal. Many organisations today do not want to deal with the emotional issues and simply advise staff of their retrenchment and march them to the door under supervision.
I found this rather amusing approach to telling 50% of the work force that they dont have a job – one can only assume it is a joke.
A fire alarm rang at 4 pm in a large office campus when almost all employees were present ( approx 5,000 people ).
As per past fire-drill practices, the entire office was quickly evacuated within 3 minutes, and all employees gathered outside the complex in designated areas waiting for further announcement.
Before long, the fire drill officer in-charge made the following broadcast over their loud-speakers system :
” My dear colleagues : With sincere regret, I have been asked to announce that for many of you, this will be your last evacuation drill with us. Due to the on-going recession and bad business climate, the company is laying off almost 50% of its staff. So when this announcement finishes, I ask all of you to move back into the building. And if your swipe-card does not work, then it means that you have been laid off, in which case you will not be allowed inside, and all your personal belongings will be couriered to you by tomorrow.
The company is using this innovative, never-before approach as we do not want to choke our email system with lay-off notices and farewell messages going by the thousands, and we also wish to avoid any fighting inside the office and the consequent security issues for all staff.
We hope you have had a rewarding career with us. Now please move back in… and good luck ! “