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Hi all,

BLUF:
I have a question about layoffs. I have an employee (let's call her Barbara) with whom I had a discussion last week where we talked about her having until the end of the year to make improvements. Last week, we changed her reporting structure so that she now reports to someone who works for me that can provide some hands-on guidance as I work remotely most of the time. I was told yesterday that she would be the only member of this office laid off on Thursday.

Questions:

* I asked if we could have the meeting earlier than Thursday, and HR told me that I have to wait for HR to come to our office. Other layoffs are going to be on Wednesday, and everyone is going to freak out when they see the HR Manager on Thursday. Do I have to wait for HR? Can I ask my boss if I can tell my (former) direct on Monday?

* The HR Manager is expecting to be with me when we have the meeting. In the Compassionate Layoffs podcast, I get the sense that you prefer to have the employee and manager meet alone - Is that correct?

* M&M also say that the manager should take responsibility for the decision. I don't mind doing this at all (and have done it before). However, in this instance the decision was not mine as I had just given her until the end of the year to demonstrate improved performance. What do I say about the decision making in our meeting?

BACKGROUND:

Basically, all of the work is supposed to come through "Barbara's" Department, which provides schedules, and manages the workflow through the shop. Last year, her first boss left the company just a short time after "Barbara" started and we asked her to step into that role. She was not given a salary increase, and I was asked to step in to manage that department.

I feel terrible personally, as I was told that she had time to improve and I specifically told her she had the time and now that's not true. I'll deal with that on my own, and by making sure I follow-up with her with weekly phone calls, etc.

When we spoke last week, I asked her to define her role as it is, as it should be, and to identify which of her skills she would like to be using at work. I also asked her to think about whether she really wants to do what she's doing. I did this because I think she feels that the current role as it works at our company is not what she really wants to be doing. She is frustrated at the rest of the teams' inability or unwillingness to follow the agreed-to workflow (which I have seen first hand), and I know she is not enjoying work.

We have been having 1:1s, I have been providing feedback, and I got the company to pay for her to take a Project Management class. She has made minor improvements, but there is a perception across the rest of the team that she's in over her head. Based on the feedback I received from everyone else (including the most reasonable folks), I have worked with her to remain calm, communicate more professionally and formally, to be more organized, and to push back on unreasonable schedules.

I don't think M&M have done the "Preparation" and "Post-Layoff" casts yet, but is there anything I can do the help this go as well as it can?

US41's picture

In this case, I suggest you let HR do their job.

It's not right that they are the ones doing it, there are better ways to do it, and now your employee has been told to pull it together and there is still hope, but she will be fired. It blows all the way around. I can see where you would be looking for a way to re-insert yourself into this process and help your employee get the best experience and guidance possible in the least humiliating setting.

Most would run away and be glad HR was doing its job and try to get out of it.

However, there may still be hope for you to be the one doing the laying off:

1. Find out who the HR specialist is that will come to the office.
2. Meet with that person in-person or on the phone and explain your desire to do this one on one
3. See if they would be willing to be on stand-by to meet with your employee after you break the news to them but allow you to hold the meeting.

They may allow this. At my company, they would never allow it, and anything involving employees being dismissed requires the presence of HR to do the work where the manager is a side-show.

On behalf of your employees and your boss who probably will never know you took the step of asking here what to do in order to be a better manager, "Thank you."

jhack's picture

US41's advice is good. I've done the layoff where HR was in the room and I did the talking (until it was time to discuss COBRA, etc). If you can, it's the right thing to do. HR might even be relieved if you're willing to do the hardest job in management.

You shouldn't try to change the calendar. While it might be best for you and your directs, there are probably real reasons for it coming down like this.

It's best not to "explain" other than to indicate that there are layoffs and that she is being laid off as part of a company wide cost cutting. Don't explain further.

If she asks whether it was your decision, you can say that want everyone to be successful, and that the economy forced hard decisions. It will do neither of you good to get into details. Take responsibility without discussing process. (In a very real sense, it was your responsibility, as your identification of her performance issues meant she was a relatively easy decision).

Good luck.

John

kwilliams's picture

Thank you for responding. It is great advice.

I have an update.

The reason the action was to take place on Thursday was so HR could be there in person after another office on Wednesday. Both HR and my boss have agreed to let me break the news and then call HR to go over the details.

I'm definitely relieved about that. I wouldn't want her to hear it from anyone else, especially someone for whom she has worked less than a week.

jhack, "Barbara" and I had discussed her feelings that her skills were not being used to their potential and that she was not happy in her position. Is that appropriate to bring up?

If not, I will try not to get into justifications and stick to the company line on the reasons. If she asks point blank should I tell her that I agreed with/approved the decision? (I'm guessing the answer is "yes.")

I'm hoping to help her find something that she likes better, but in this economy it will be tough. I have put the weekly follow-up calls on my calendar, and I'll have to hope she lands on her feet.

kwilliams's picture

Thank you for responding. It is great advice.

I have an update.

The reason the action was to take place on Thursday was so HR could be there in person after another office on Wednesday. Both HR and my boss have agreed to let me break the news and then call HR to go over the details.

I'm definitely relieved about that. I wouldn't want her to hear it from anyone else, especially someone for whom she has worked less than a week.

jhack, "Barbara" and I had discussed her feelings that her skills were not being used to their potential and that she was not happy in her position. Is that appropriate to bring up?

If not, I will try not to get into justifications and stick to the company line on the reasons. If she asks point blank should I tell her that I agreed with/approved the decision? (I'm guessing the answer is "yes.")

I'm hoping to help her find something that she likes better, but in this economy it will be tough. I have put the weekly follow-up calls on my calendar, and I'll have to hope she lands on her feet.

jhack's picture

[quote="kwilliams"]"Barbara" and I had discussed her feelings that her skills were not being used to their potential and that she was not happy in her position. Is that appropriate to bring up? [/quote]

Don't bring it up. If she asks about it, reiterate that you have confidence in her skills and that she can rely on you for a reference (if you can honestly give her a good one).

And if she asks whether you agree with the decision, tell her that no one in management wanted to let anyone go, but hard decisions were required if the company was to continue being successful in tough times. If she presses, you should say that you agree with it, heavy-hearted (or whatever language works for you).

Stay away from justifications. This is an EMOTIONAL, not a rational, conversation. Justifications will be misinterpreted.

Thanks for doing the right thing.

John