"If you have to conduct layoffs, which is always a regrettable thing, there's kind of three things that are very important. One is to communicate well with your employees in order to help them understand why it is you're doing, and how. Second is to make sure that the employees who are part of the go forward, understand kind of what happened and are not like the ground doesn't keep moving. It's like, okay, we did that, we're moving forward, here we go. And then for the employees that you unfortunately have to let go, try to provide as much support for them as possible." ~ Reid Hoffman
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Checking if there is anyone here who has had to layoff people... How did you do take it mentally and emotionally? Looking for answers from middle managers and HR folks who have to execute decisions taken by others.
It's getting dirtier by the day and sure some orgs are still up to their dirty tricks.
The models:
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I hope that people realise its the org management that takes these steps and not HRs. HRs are only facilitators of wh...
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~200 log (20-25%) are affected. Work ex 2-3 years majorly.
Most lowest, low to Mid ratings (identified by your manager)
High TC — if you are in the same level for a long time (> 3 years) and your TC is reaching the top of that band.
High initial stock grant (possible by great offe...
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- Be in good terms with your Manager. Usually the manager will be ordered to pick 1 or 2 random people from the team ...
I kinda see where you are coming from but in short it feels like your solution is to lower your standards and work yo...