This archive report was first published on 20 October 2019.
When a new CEO arrives, bringing with them a list of names to be terminated, it's a stark reminder of the harsh realities of corporate life. But what's even more concerning is the hypocrisy and callousness that often accompany these layoffs.
As someone who has worked with numerous companies, I've seen firsthand how the same CEOs who once praised their employees for their hard work and dedication can suddenly turn on them, citing 'strategic missteps' or 'failures to adapt' as the reason for their dismissal.
But the truth is, layoffs are often a result of poor leadership and a lack of planning. When markets shrink, technology advances, or competitors outplay, it's not the employees who are to blame, but rather the company's failure to adapt.
And yet, the way people are let go is often brutal and devoid of dignity. No one wants to see their long face moping around, so the dismissal is quick and painless. But this approach not only hurts the employees but also creates a toxic work environment that can lead to disengagement and even abuse of staff.
As the late Herb Kelleher, founder of Southwest Airlines, once said, 'Nothing kills your company's culture like layoffs.' This is because, if you've spent years pretending your people are your most valuable asset, your hypocrisy is exposed in the moment you mention 'rightsizing.'
So, is it not possible to say what you mean and mean what you say as an employer? To hire carefully, and fire reluctantly? To not make promises you can't keep? To accept blame when necessary? To be as open, consistent, and honest as you can be about the reality of the workplace? I think it is.
As I write in my new book, 'The Bigger Deal', it's time for companies to rethink their approach to layoffs and create a culture of engagement that values its employees, not just when times are good, but also when they're bad.
