The Layoff Chapter!

Hello Friend,

The recent challenges in the job market have led to tough decisions across various industries, with many companies facing the need to lay off some of their workforce. According to Layoffs.fyi, 135 companies around the world have laid off 33,874 employees as of February 8, 2024.

However, handling this process with empathy, transparency, legal and ethical considerations is paramount to maintaining the well-being of both affected employees and the remaining workforce. In times of organisational restructuring or economic challenges, the decision to implement layoffs is a difficult one.

Here are key points highlighting how organisations can manage layoffs ethically: 1. Clear Communication: Transparent communication is the foundation of ethical layoffs. Organisations should openly communicate the reasons behind the decision, the criteria used for selection and the overall impact on the company. Providing clear information helps build trust among employees and mitigates uncertainty, allowing individuals to plan for the future.

2. Fair Treatment: Ensuring fairness throughout the layoff process is crucial. Organisations should establish unbiased criteria for selecting employees, considering factors such as performance, skills and role relevance. By demonstrating fairness, organisations not only uphold ethical standards but also maintain the morale and trust of the remaining workforce.

3. Supportive Transition Programmes: Implementing comprehensive transition programs can soften the impact of layoffs. Offering support such as career counselling, resume-building workshops and assistance in job searches demonstrates a commitment to the well-being of departing employees. Providing access to resources helps individuals navigate the transition period more effectively.

4. Retention of Institutional Knowledge: Before implementing layoffs, organisations should assess the potential loss of critical institutional knowledge. Documenting processes and facilitating knowledge transfer between exiting and remaining employees can help mitigate the negative impact on productivity and ensure a smoother transition for the organisation.

5. Flexibility and Alternatives: Exploring alternative measures before resorting to layoffs is an ethical consideration. Organisations can evaluate options such as reduced work hours, temporary furloughs, or voluntary separation programmes. Adopting a flexible approach demonstrates a commitment to exploring all possibilities to safeguard the workforce.

An ethical approach to layoffs contributes to the long-term success and reputation of the organisation.

Around the World of HR

The Layoff

The termination of Brittany Pietsch, an Account Executive at Cloudflare, became a viral sensation when she shared a nine-minute video of her firing on TikTok. In the video, Pietsch confronted HR about the reasons behind her dismissal, citing positive feedback from her manager and confusion over the rationale provided, which referenced her "2023 performance." The incident underscored issues with transparency and communication in the termination process.

Cloudflare CEO Matthew Prince later revealed that Pietsch was one of approximately 40 salespeople laid off during what he described as a "normal quarter" for the company. However, he expressed regret over the lack of empathy shown during the termination, acknowledging that the company could have handled the situation more compassionately.

HR professionals and experts have analyzed the incident, offering insights into what could have been done differently. Some suggest that involving the employee's manager in the termination discussion could provide greater accountability and clarity for the affected employee. Additionally, ensuring transparency in performance evaluations and avoiding surprises during termination conversations are essential for maintaining trust and fairness in the process.

Overall, this incident serves as a reminder of the importance of empathy, transparency and communication in HR practices, highlighting the need for organisations to prioritize the well-being and dignity of their employees, even in challenging circumstances.

How do you think this could be have been handled better?

HR Balanced Diet

Book of the Month

The HR Scorecard: Linking People, Strategy and Performance by Brain E. Becker, Mark A. Huselid and Dave Ulrich

This book explains how people, strategy and performance can be linked and quantified. It describes a seven-step process for embedding HR systems within the firm's overall strategy. Analyzing how each element of the HR system can be designed to enhance firm performance and maximize the overall quality of human capital, this important book heralds the emergence of HR as a strategic powerhouse in today's organisations.

Upcoming Training

? HR Metrics and Analytics - February 27, 2024 See programme outline via the link: https://kendorconsulting.com/hrmetrics/

? Leadership and Management Training - March 13 - 14, 2024 See programme outline via the link: https://kendorconsulting.com/leadright/

? HR Bootcamp Accelerator - April 20, 2024 See programme outline via the link: https://kendorconsulting.com/hrbootcamps/.

Stay Trendy Webinar

Layoffs are bound to happen but can be managed with the right processes to avoid the risk of litigation and maintain trust among remaining employees.

How do you handle layoff? What legal considerations should one be mindful of to prevent litigation?

These questions and more will be answered at our Stay Trendy webinar for the month.

Topic: Managing Layoffs: Ensuring Legal and Ethical Practices

Date: Thursday, February 22, 2024

Time: 1 PM WAT

Join the conversation by registering via this link: https://bit.ly/ManagingLayoffs.

Join Our HR Metrics and Analytics Training

As an HR professional, what guides the business decisions you make? Mere opinions or data-driven strategies? HR Metrics and Analytics provide us with insights to make data-driven decisions.

If you struggle to understand HR Metrics or want to update your knowledge, then join us on February 27 for our HR Metrics and Analytics workshop.

At the end of the training, you should be able to:

? Understand the rationale for HR metrics.

? Understand what HR should be measuring.

? Explore the types of HR metrics and selecting the relevant metrics for your organisation.

? Understand how to analyse and present data.

Programme Details

Date: February 27, 2024

Delivery Mode: Virtual

Time: 10 am - 12:30 pm

See the programme outline and register via this link https://kendorconsulting.com/hrmetrics/

Register now.

Updated Subscription Plans!

Welcome to another year of learning with Kendor Academy!

Last year, we were thrilled to see that you took your learning journey into your own hands as we recorded a surge in course orders. To keep the spirit of self-development alive, we have made some updates to our Academy Subscription Plans.

Now, instead of a one-month access only, you can now enjoy 6 months subscription to our Pro and Premium Plans.

Our Pro Plan delivers the best value for aspiring and experienced HR professionals and leaders. We have put together courses that will empower your professional journey.

For the complete package, our Premium Plan is the way to go! It delivers the best value for HR professionals, emerging HR consultants and eager entrepreneurs with over 25 courses to help you achieve transformational results in your career.

Visit kendoracademy.com/plans/ to subscribe and secure membership in our community of learners. You can reach out to us at 09138168256.

Subscribe now.

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On a Lighter Note

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With Love,

Kendor Team