Comments on: Facing a Potential Layoff

By: MomShoots

MomShoots — Fri, 22 Sep 2017 01:07:05 +0000

In reply to Anne Hull, Hull Strategies,LLC. No Mgr or HR Rep would EVER, EVER<, EVER admit that age would be considered. Age is specifically a protected class, I think at 45, but possibly 50 years of age, I don't recall exactly. Also your pay scale could make a difference, job skills, ability to work within the team. Many items go into consideration. It's not what have you done for me(the Co), it's what can you do for me(the Co), NOW.

By: John D

John D — Thu, 23 Jul 2009 01:39:22 +0000

As a leader, I would find a role for someone who has the understanding of the metrics that precipitated the 3 previous “work force reductions”. As for addressing “does my age make me vunerable” – any manager that would even suggest yes is setting the organization up for a law suit- the conversation probably just shut down. Steer clear of that discussion if you want candid conversation!

By: Anne Hull, Hull Strategies,LLC

Anne Hull, Hull Strategies,LLC — Wed, 22 Jul 2009 13:29:30 +0000

As usual a wonderful approach. My eyebrows raised at mentioning the concern about age. Although, honest, it can instantly raise a manager’s defenses. I’d recommend discussing the other issues to lay the ground work. Then start the path again, if necessary, to include the concern about age, being very clear that this is not about accusing the company of age discrimination.
I learn so much from these columns! Thank you.

By: J Serra

J Serra — Wed, 22 Jul 2009 13:14:38 +0000

This was excellent advice in 2006 and is still relevant today. By taking the emotion out of the dialogue and sticking with the facts the employee is probably protecting his job because he is openly discussing what others are surely thinking. This strategy positions the employee as being knowledgeable about what is happening in his own company as well as the broader economy.

This also affects the employee on a psychological level because instead of focusing on potential negative emotions the paradigm shifts to one of positive emotion that is actionable. Lying in wait for what is perceived as a negative consequence that the employee has no control over is not effective.

The company also benefits because they now have an empowered, knowledgeable employee who has the potential to contribute long term success instead of an employee who feels like they will be victimized in spite of their high performance.

Thanks for the learning.