Quirky question of the day

Carolil

Okay, here's a new one, regarding laying someone off.

One of my supervisors will be eliminating two positions in her department because she needs someone at a more senior level and with a different skill set and doesn't have the budget (or the work based need) to continue those positions and hire someone new. I've approved the rationale and the timeline. Neither of the laid off folks have the skill set for the newly created position.

However, she would like to talk with them both at the same time, because she figures it will help them if they know they aren't the only one and know they are both are getting the same story. I'm not so sure because being laid off is so personal, and I'm not sure someone would want a peer witness to the moment.

What do you guys think of this idea?

sonny

I'm with you.

ACU Frank

Group layoff announcement = Worst idea EVER

nfishel

Misery loves company. This is a personality driven decision between those individuals, but if the environment is right, then go for it. Bring the kleenex . . .

cnghr

Personally, I don't think telling both of them together is appropriate.

Carolil

For those who say no, any reasons other than the one I mentioned?

Paul in Cannon Beach

Has knowing "they aren't the only one" every really helped someone feel better about being laid off?

I know people get in traffic accidents every day but that doesn't make me feel one bit better when it happens to me.

If that is the only rationale for this group meeting I would say the reasononing is flawed.

You can always say "This was a difficult decision. In addition to your position we are laying off additional staff."

davids

Being laid off is received by the employee as a reflection of their performance and who they are as a person. A supervisor can rationalize the decision all he/she wants,the employee will still take it personally. I recommend individual notification. The supervisor can bring them together later to discuss how they will transfer duties to others, finish up assignments in progress, etc.; but the initial notification should be with each employee separately.

Still Need Coffee

Absolutely individual meetings. This is a true position elimination - when you tell them that, they will know they aren't the only one.

I think the humane thing to do is to let them have their moment, if needed, and cry, ask questions, etc. No one should have to be laid off en masse if at all possible.

ACU Frank

David's answer is excellent from the employees' perspective... From an organizational perspective I would see a 'mass' notification as a lazy move by a manager who may also be afraid to handle difficult conversations one-on-one.