Employees Need to Start Taking Accountability for Layoffs

Wait – before you experience too much rage, keep reading.??

Accountability, the way Culture Partners defines it, is a personal choice to focus on what you can control to drive results.? When it comes to layoffs, it's time to face the music: layoffs are no longer a last resort to save a failing business, they're a regular part of every business cycle. The idea that layoffs only happen when a company is in deep trouble has to be smashed because more often, layoffs are a strategic move to realign on performance objectives.?It is not nice to hear as an employee (and I am one) but it is true.

What does this mean for employees? It means it’s time to stop getting surprised by layoffs. You can make a personal choice to focus on what you can control. And as an employee, you can’t control layoffs but you can control your anticipation and preparation for them.?

It’s time to get real.? If you're still surprised by layoffs, you might be stuck in a 1980s fantasy. Layoffs are now a norm, used to fine-tune business strategies and streamline operations. Instead of being blindsided, it’s time we shift our perspective and see layoffs for what they are—a part of the business reality.?

Accountability isn’t just corporate jargon. It’s about taking control of what we can, our skills, our network, our career paths. Instead of waiting for the axe to fall, and then being outraged when it does, we should be preparing ourselves for any eventuality. This means continuously upgrading our skills, expanding our professional networks, and making ourselves indispensable. You know who rarely gets laid off? Top performers.??

If you’re getting blindsided by layoffs at your organization or in the news, it’s time to adjust your thinking. We need a mindset shift. Accept that layoffs can happen at any time. Like it or not, corporations are designed to create shareholder value. I would love to live in a world where corporations were designed to create job security but that is not this world. So what am I doing as an employee? I am going to stop being surprised and start being prepared. This means focusing on what I can control and being proactive about my professional growth.?

Here’s what you can do right now:?

1. Level Up Your Skills: The job market is constantly evolving. Invest in your education—take courses, get certifications, and stay ahead of the curve. (I’m getting into AI right now).?
2. Network Like Crazy: Your connections can make all the difference. Build and maintain a strong professional network. Attend industry events, join professional groups, and connect on LinkedIn.?
3. Show Your Value: Make yourself indispensable. Find ways to add value to your organization. This not only secures your current position but also makes you more attractive to other employers.?

Stop being shocked by layoffs. Start preparing for them. Take accountability for your career. This shift from reactive to proactive not only helps you navigate the uncertain waters of the job market but also empowers you to turn potential setbacks into opportunities.?

It's time to reclaim control. By embracing accountability, continuously improving your skills, and expanding your network, you can transform potential disasters into stepping stones for success. The old ways of thinking—where layoffs are rare and unexpected—need to be left behind. We're in a new era, and it's time to adapt.?

In the end, layoffs don't have to be a death sentence for your career. They’re an opportunity to reevaluate, reinvest in yourself, and rise stronger. Embrace the inevitability of change and turn it into an advantage. Your future is in your hands, and it’s time to take charge. Let's shift from being victims of circumstance to masters of our destiny.?

Elsewhere In Culture?

A staggering 90% of employees are grappling with getting along with their coworkers, and it's wreaking havoc on workplace culture. When team dynamics are this dysfunctional, productivity nosedives, stress levels skyrocket, and burnout becomes the norm. The real kicker? The root of the problem often lies in misaligned working preferences and rigid communication styles. This mismatch doesn't just stifle efficiency; it breeds frustration and disengagement, creating a toxic work environment that no one wants to be part of.?

It's time for leaders to wake up and smell the coffee. Understanding and aligning team behaviors isn't a luxury; it's a necessity. Leveraging tools like TeamDynamics can be a game-changer, offering insights into team dynamics and fostering open, honest communication. This isn't about coddling employees; it's about empowering them to speak up, adapt, and thrive. When leaders invest in real communication and actionable feedback, they not only salvage team cohesion but also build a resilient workplace culture where everyone, from the ground up, contributes to the organization's success.?

Welcome to the era of 'The Great Detachment,' where both employees and their bosses are mentally checked out. Gallup's recent survey reveals that self-reported turnover risk is at its highest since 2015, with over half of employees actively seeking new opportunities. The irony? The competitive job market is making it nearly impossible for them to escape their current roles. This discontent isn't just a workforce issue—it's a workplace culture crisis. Managers, who are supposed to be the bridge between disillusioned employees and company goals, are just as disengaged, exacerbating the problem. With both sides looking for the exit, the workplace has become a breeding ground for quiet quitting and stagnation.?

The Great Detachment highlights a fundamental disconnect between what employees need and what their workplaces provide. This isn't about coddling staff with pep talks and hollow promises; it's about real, actionable change. Workers crave authentic relationships with their managers and clear communication about their roles and futures. Gallup's findings show that nearly half of those who left their jobs in the past year did so without a meaningful conversation with their bosses. This pervasive lack of engagement calls for a cultural overhaul. Organizations must prioritize genuine dialogue and tangible support to re-engage their workforce, otherwise, they risk perpetuating a cycle of disinterest and attrition that will cripple their long-term success.?

I had the incredible opportunity to sit down with Aron A. , the former CEO of Kronos Incorporated and UKG , on my latest podcast episode. Aron is a trailblazer in the world of people-centric leadership, and our conversation was nothing short of inspiring.? ?

Aron shares how his purpose has evolved, focusing on making a difference in his community, family, and friends. We discuss his belief in treating people with respect and dignity, a cornerstone of his leadership style shaped by personal experiences.? ?

Aron emphasizes the significance of trust in leadership, starting relationships with trust, and the benefits of over-communicating. We also explore practical strategies to create a positive work culture, including open communication, walking the halls, and recognizing the privilege of managing people.? ?

Tune in to learn about the impactful strategies Aron used to foster a culture where people love to work and his thoughts on the future of work in the age of AI.? ?

Listen on Spotify: https://lnkd.in/eZqVYKpk ? ?

Listen on Apple Podcasts: https://lnkd.in/er9RYVee ?

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