Should You Take a Job with a Company Thats Laying People Off? (FT Press Delivers Elements)

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Another benefit of having a simple plan is that it creates a shared goal that will offset the tendency of people to identify themselves as part of smaller groups.

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Think of a football team, for example. In the absence of that simple, shared scoreboard, people will make up their own ways to measure their success, Mr. Nash added. Once you have a simple plan, you have to keep reminding your team of the priorities, even if it can feel repetitive. People often have to hear something a few times before they truly remember it.

Why Layoffs Are Ineffective

Marc Cenedella , chief executive of TheLadders. There are certain behaviors that are encouraged and discouraged — like rules of the road — for how everyone is going to try to get along and spend their time.


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As a leader, you can take a laissez-faire approach and hope the team meshes well over time. There are no hard and fast rules for developing the cultural values of a team.

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In some cases, the founder of a company will issue them to employees. In others, top executives will turn the exercise over to employees to make it a bottom-up effort. The most important thing is for the team or company to live by their stated values, rather than just going through the motions of the exercise, with people earning promotions even though their behavior runs directly counter to the stated rules of the road.

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Unfortunately, most of us have worked for at least one bad boss and sometimes many of them over the course of our careers. They often share many of the same bad tendencies. They micro-manage.

They see employees only as pawns to help them accomplish their goals. They point fingers rather than owning their mistakes. They dress people down in front of their colleagues. The list goes on and on sigh. That kind of treatment puts people in a defensive crouch and they start subconsciously checking part of their self-image at the door before they go into work.


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And it means that if they have an out-of-the-box idea for the team, they may think twice before sharing it, out of fear it will be dismissed. In this kind of environment, innovation is hard, if not impossible. It is incredibly important for leaders to set a tone, and model the behavior, that everyone will respect one another.

So you can say anything to anyone, as long as you say it the right way. John Duffy , chief executive of the mobile-technology company 3Cinteractive, said he established a zero-tolerance policy for disrespectful behavior. We make everyone understand that the reason the culture works is that we have that respect.

Home improvement platform Houzz lays off 180, reportedly gears up for public listing

There is a comfort level and a feeling of safety inside our business. Treating people with respect is part of a two-way street to help foster teamwork. Get daily local headlines and alerts. Report an error.

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Environment Canada. Laurentians weather. Montreal Heat Wave. Quebec City weather. If employers treated employees more sensitively and with greater respect when letting them go, perhaps they could avoid certain lawsuits. Tip 3: Be honest. Tip 4: Think about messaging. Employers should be truthful, accurate and consistent when discussing reasons for termination.

Managers: 7 Tips For Laying Off Employees Due To Downsizing

Tip 5: Talk about their progression. If the employer provides access to outplacement or job assistance programs, discuss these with the employee to help them move past this situation. Your help to the employee might also be more informal. Tip 6: Get organized. Not doing so can expose the employer to significant potential legal liability. Gilbreth also recommends that termination meetings occur in a private space, such as a conference room or office with a door that can be closed, and that two employer representatives be there to conduct the termination meeting.