Hot answers tagged

247

I would prefer a simpler approach. Ask for a 20 to 30% raise. Make sure HR is aware of your request. That should be enough to get you on the list. Also, I agree with Selbie. You should tell your friend about the incoming layoff. Better he prepares himself for the worse just in case. Nothing, you can do, can really guarantee 100% that your friend will be ...


190

You can trust Parkinson's Law (work expands so as to fill the time available for its completion) to provide more work for you. You don't know what that work might be, but if your bosses see you as competent, capable and trust worthy, you have nothing to worry about. If you can automate the mundane stuff, that just frees you up to do more interesting things....


177

I want to volunteer instead of a co-worker You can't. During a layoff the people to be laid off are selected by a set of criteria that makes sense to the business in its current (difficult) situation and typically you have an ordered list of names. You can certainly quit or volunteer once it's public knowledge, but you will only "save" the person that's ...


143

It's challenging to speculate about why particular decisions are made, even if you're able to observe directly - so, as a potential frame-challenge to your question, it's worth considering that you may not be correctly attributing a given decision to the right factors. But generally, there are lots of reasons why management might make these decisions: ...


130

What should I do to rehabilitate my reputation? First off, you should apologize to Bob. Without intending to, you misled him and falsely raised his hopes. Something like "Bob, I'm truly sorry. I thought I knew the list and was just trying to be reassuring. Turns out I didn't know the real list and I should have kept quiet. I know this was painful to you, ...


121

Damn, that's a really crappy situation for both you and "Steve" As I think you've already concluded warning him is not a smart move, as ruthless as it sounds you need to look out for yourself. Sure him having some notice and being able to prepare would help him out a bit since he could get a jump on the job hunt but that's not really worth potentially ...


111

It's more than perfectly reasonable, it's crucial, to ask for a much higher rate than you were receiving when you were employed because your previous employer will no longer have to pay costs and fees associated with having you as an employee. That cost will now go onto you. There are numerous articles and strategic videos out there on how to target your ...


107

It means exactly what it says, anything more is speculation, especially when you consider the actual reason behind the departure and not simply its fact or mechanism. Perhaps there are mutual friends among co-workers who could put you in touch if you ask quietly. Or see if you can find them on something like Linkedin or another social network that seems ...


96

You seem to be thinking of this from a very cold perspective. That's probably a good way to get into the "mind" of a corporation, but since the decision-makers are actual people they may not respond quite that way. For example, your point on morale suggests that morale would be higher with larger and more intense layoffs than with smaller, less aggressive ...


96

I think you should double down on effort AND interview for other roles. I was once put on a PIP, it was shocking at the time and I didn't totally agree with it but I realised it wasn't totally unfair. My solution was for the next three months I worked my butt off to improve and impressed the management enough I was able to hand in my notice on the same day ...


80

The company has no business being interested in what you do in your spare time. As long as you keep this outside of work hours, there isn't really much they can do to stop you. However in the interests of not appearing to be in open rebellion against the company you should probably keep this relatively discreet, by which I mean don't put up posters ...


72

The situation you're describing is tough. Layoffs have a very real impact on both the individuals that are let go and those that remain. I'm sorry you're experiencing this. Here are some things to consider that may help you and your colleagues cope with the added stress and emotions following a layoff: Acknowledge the layoff and the feelings of your ...


69

This is not a decision you want to spend a long time contemplating: the longer you take to act the more suspicious it will look when you eventually come forward. I really see three options: 1. Honesty In this situation you are - somewhat - putting yourself at this company's mercy, and also counting on their generosity, which may be ... silly. You go to ...


67

Being fired is reserved for individual personnel issues: performance, behavior, etc. This would be targeted at a single individual. Being laid off is when the company is having financial issues and needs to remove costs. This is almost never just a single individual losing their job or the suspicion would be that it's actually a firing. Note that financial ...


65

I suppose, theoretically, a terribly short-sighted organization might potentially see a manager with little to do in this situation and consider laying that person off. But that would be exceptionally rare. And quite stupid. Companies are generally not in the business of laying off people with a proven record of being able to create successful self-...


61

Rarely if ever will an employer give a direct, honest & unwavering answer to this question. Either because they can't/don't want to show their hand, or because they honestly don't know. Or the answer they give today could change tomorrow. I have a former colleague who was told by a trusted source on one day that "no layoffs are coming." 2 days later, we ...


60

Setting aside the personal issues with knowing a coworker will soon be terminated (which may be troubling but really is none of your business), there is a bigger management problem here that needs to be addressed (and can coincidentally fix your dilemma as well). The Root Problem Based on the scenario you are describing, it seems clear there is ...


58

This is a very real phenomenon. The people who are laid off receive a shock, of course, and may be upset at first, but they go on to something new and hopefully exciting. You on the other hand still have the worry hanging over you, you miss your friends, you did not get new replacement friends, and in some cases you are also being asked to do more work (...


54

With ~500 people getting laid off it sounds like there is enough room for both of you on the cut list so I'm not quite sure there's a way to volunteer yourself in your colleague's stead. Your real question boils down to: How do I help my colleague avoid being laid off? Quite frankly it's noble, but the answer is you're asking too little too late. Unless ...


53

Cancelling is easy. You call the person who set up the interview (phone is better than email unless most of the interview arrangements were done by email) and say "Thanks very much for your invitation, but my circumstances have changed and I'm no longer interested in interviewing for this position right now". Don't worry, your recruiter has this happen all ...


50

What's your duty? Give it to them - if they want it. As a paid employee, you have a fiduciary duty to provide them with this code that belongs to them in the first place. You should not even begin to consider other alternatives. It's theirs. They pay you. Give it to them. If they ever find out you withheld it when you knew they wanted it, you could be in ...


47

First, talk to a lawyer. They are the only ones who can give you definite advice on this. My guess is that if you quit because you aren't being paid it can be treated as if you were laid off, but absolutely 100% talk to a lawyer before acting on this. Second, talk to the Employment Insurance people right away. There might be something they can do for you. ...


45

In addition to the other answers which contain many true things, these "old timers" often have soft contributions that are difficult to measure, but which are important. Some examples depend on the exact role they have worked in: They may have long-standing relationships with customers, which are useful intermittently and hard to replace They may have deep ...


44

Something that you wrote which is unaddressed by the other answers is this: My "slow performance" is true but due to micromanaging; constantly interrupting me and (unilaterally, overruling my protesting) moving goalposts. My "lack of understanding" (other aspect I was criticized for on the sheet) is due to manager aggressively probing angrily whether I ...


43

There are some lessons to learn from this. In these circumstances, never, ever tell someone their job is safe unless you officially know it is. You just experienced the downside of getting it wrong, and its very bad. Jackie and Sue should absolutely not have been sharing names from the list with you unless you were supposed to know it. The fact that they ...


41

What best I can do to make sure I am in a position that minimized my risk of layoff? Managers don't want to lay people off, but sometimes are directed from above to do so. Sometimes managers have leeway in whom they lay off, sometimes not. When they do have some leeway, you want to be in the best position you can be to avoid being high on their list. Here ...


37

It's never a nice feeling, but there are several things that you can do to prepare. These are what I have done when I knew a company was planning to let a lot of people go. Join a union. You do not know the labour laws in your country, they do. Find someone who can explain your rights in a situation like this. How much compensation are you entitled to? ...


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