Our workplaces impact societal wellness daily through the decisions and actions taken person by person. Over a lifetime, work is one of the places people often make their most significant contribution. We give our all in intellect, emotion & time. We create our legacy, build relationships, learn, grow, and over time, our work becomes a major pillar of our life.
The loss of a job is a death of the familiar- status quo. It sets individuals and organizations to travel the stages of grief: denial, anger, bargaining, depression, and acceptance.
GOVERNANCE —From a governance perspective, I am troubled by the emerging etiquette and role of technology in employee engagement in all aspects of the workplace. Especially disturbing is the tone of surprise and the impersonal & harsh approach powered by tech platforms as the primary means for employees to learn of their employment status.
The layoff decision of an organization requires deep involvement of the board as well as consultation with stakeholders at the local, state, and federal levels. So, while, announcements have a tone of suddenness, the process begins with the board which has a fiduciary responsibility of care.
I believe, leaders have a responsibility to deliver organizational news with “care” in all matters & circumstances. Fear seems to undergird the current layoff etiquette. The practices feel careless, disrespectful, unprofessional, opaque, and hurtful. Terminations, layoffs, sad and bad news have occurred since the beginning of work through every industrial period. So, what has changed in the relationship between workers and employers?
EMPLOYABILITY PARADIGM—At the dawn of 4IR, there is an opportunity for boards & leaders of organizations to shift their paradigm from the hierarchical mindset of being responsible for guaranteeing employment to a partner mindset of a commitment to employability. Employability requires creating a workplace culture in which employees gain skills and experiences that equip them to be highly employable, respected, and free of the often toxic parent-child employment relationship mindset. In fact, many organizations pride themselves on being a family which increases the likelihood of dysfunctional relationships, expectations, and behaviors.
Shifting the leadership paradigm creates an environment of respect among equals and engenders trust and love in the workplace. Employees deserve trust and respect demonstrated by being well informed and having open and 1-1 meetings with their supervisor-manager. Direct supervisors have the most intimate relationship with employees and are expected to be the ones to lead the relationship. In survey after survey, employees state their direct supervisor has the greatest impact on why they stay/leave, how they perform, how they feel about the organization, and where they expect to receive information, direction, and support.
Employability leadership fosters a culture of personal responsibility, initiative, innovation, accountability, and radical results. This is a 180-degree paradigm shift from many workplace cultures of today. They emanate dependability, fear, uncertainty, trauma, and plunging productivity which undercuts and further erodes the greatest need- RESULTS!
TRUST—For months early in my career, the leadership gave sunshine reporting despite the financial statements showing otherwise. As an employee, it is essential to know the business and be objective about performance, metrics, and trends because the audio and video often don’t reconcile. In my case, I felt it was only a matter of time before a change would be made. When the layoff decision was made, it was communicated to each employee, and the process was transparent, continuous, and much appreciated. The process enabled business performance and morale to be maintained.
There were difficult conversations and emotions ran high, yet the process allowed leaders and employees to individually and collectively prepare themselves emotionally and financially for the future and to say goodbye- those leaving and staying. Employees were given the option to volunteer to be laid off. For many, a layoff gave them wings to the next place. Employees were offered resources to assist in navigating their future whether staying or leaving. After all these years, the organization has a strong and proud alumni network of colleagues who remain connected by sharing news of life announcements, holiday & birthday updates, and annual lunches based on the bond of the good old days of working together.
Everything gets better when leaders treat employees with HUMANITY and TRUST commensurate with the trust placed in them.