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#JobSearch : What You Need To Do To Successfully Bounce Back From A Layoff. Downsizings will Continue Until Inflation Falls from Around 8% to 2%.

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The job market abruptly ricocheted from a war for talent to layoffs becoming commonplace. The Federal Reserve Bank’s inflation-fighting measures include raising interest rates, and leading companies to downsize employees to cut costs.

Downsizings will continue until inflation falls from around 8% to 2%. This may take one to two or more years. Many Americans will, unfortunately, lose their jobs. Here is what you need to do if you are laid off from your company.

Work On Your Mental Health And Emotional Well-Being

Losing your job is a traumatic event. There is a loss of income, fear of what to do next and a loss of identity that’s wrapped up with your career. It’s normal to feel anger and resentment. You’ll feel depressed and anxious. The loss of your routine will be disorienting. There will be an absence of the esprit de corps you had with your work buddies.

It’s easy to start feeling isolated and adrift. You avoid talking to people, dreading the point when they ask about your job and you have to relive the painful experience all over again. Many people who lose their jobs socially withdraw. They are ashamed of the job loss, their ego is wounded and it takes a toll on their self-esteem.

Take some time to process what happened. Don’t bottle your emotions. Share with your family and friends what happened. It’s okay to grieve and feel sorry for yourself–just for a while. Then, you need to move forward. If it’s hard to bounce back, seek help from a therapist.

 

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What Skill Sets Do You have to be ‘Sharpened’ ?

Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, the UK, & Mexico!  

We here at FSC want to thank each of our corporate partners for the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment!

Article continued …

Hiring Managers Want Positive People–Not Complainers

If you carry the resentment baggage to an interview, it won’t go over well. Interviewers are attracted to positive, enthusiastic and motivated candidates. If you come across angry or talk poorly about your former boss, co-workers and company, it’s not a good look. The hiring manager may feel that you are a malcontent who blames everything on others. It may be hard, but cast aside your negative feelings.

Show up to an interview exuding confidence. When the subject of the layoff comes up, say, “My manager said that this was no reflection on my work. In fact, she said that I was one of the top performers. Unfortunately, with the mass layoff, I was impacted. Despite the temporary setback, I’m excited about the future. This may have pushed me to try something new. If I weren’t let go, I’d probably be with the company for another five or more years. Now, I have the chance to pursue new and exciting opportunities. I’m so happy to be here for this interview. The job looks great. I love your company’s mission and my skills are a perfect fit. If I wasn’t let go, I would never have thought of applying. It’s great how things can turn out so positive.”

Looking For A Job Is Your New Job

Get in touch with recruiters, career coaches and résumé writers. Contact people in your network to see if they know of any job openings. Target the companies you want to work for and find out if you know anyone who works there. Ask them to share your résumé, along with a recommendation for the job you want at the organization. Go on LinkedIn to post comments, articles and short-form videos to position yourself as an expert in your field to gain attention. Put together an elevator pitch. Practice role-playing commonly asked interview questions.

The Practical Logistics

Although your emotions will run high, don’t sign a severance or other agreements without evaluating them appropriately. Get everything you discuss at the exit interview and with management in writing, so there are no surprises down the road. Consider asking for a reference for when you start interviewing. Find out how your termination will be positioned in future references.

As you leave, remain professional and don’t burn any bridges by getting into ugly fights and no-win battles that could work against you when you seek a new job. Was there another– possibly discriminatory or illegal–reason why they fired you (i.e. race, religion or age)?

File for unemployment. Start preparing how you will position this event to prospective interviewers. If you’ve been putting off any healthcare appointments, make them now while you still have coverage.

Stay Active

Use this time to start a physical exercise routine to keep you occupied and healthy. Exercise, walk, do yoga or Pilates, join pick-up basketball games or ride your bike.

Utilize this time to catch up on all new developments within your field. Maintain a positive attitude, no matter how hard it is to do so. Consider finding temporary, part-time work or some management consulting. Start thinking about your next career move. Help others or volunteer.

Don’t ever give up hope. Keep pushing forward and remain positive and strong. The best-case scenario is that you will find an even better job and earn more money than before.

 

Forbes.com | November 10, 2022 | Jack Kelly 

#YourCareer : Meta Lays Off 11,000 Workers—How To Cope With Being Downsized And Prepare For A Difficult Job Market. Great Read!

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In a memo to his workers, Meta CEO Mark Zuckerberg announced he’s laying off 11,000 people, representing around 13% of his workforce. Compared to the chaotic way Elon Musk summarily dispatched thousands of Twitter employees, Zuckerberg came across as contrite, empathetic and apologetic.

In the company memo, he wrote, “Today I’m sharing some of the most difficult changes we’ve made in Meta’s history.” The chief executive took responsibility for the layoffs. “I want to take accountability for these decisions and for how we got here. I know this is tough for everyone, and I’m especially sorry to those impacted.”

In addition to the downsizing, Zuckerberg plans to reign in expenses by cutting costs and enacting a hiring freeze.

Meta isn’t alone in downsizing its staff. The startup and tech sectors have cut 104,791 jobs in 2022, according to Layoffs.fyi. Snap, Apple, Microsoft, Intel, Stripe, Lyft and an array of other tech companies have enacted layoffs or hiring freezes.

As a leader in the tech space, despite losing 70% of its stock price and squandering billions of dollars in its disastrous foray into the metaverse, other companies will follow Meta’s lead. Tech and non-tech businesses will feel that if the mighty Meta had to cut staff and costs, they should also consider these options.

The rationale for Zuckerberg’s aggressive hiring spree was prompted by the pandemic that accelerated everyone moving online. E-commerce boomed, and this was thought to become the new normal. Meta miscalculated, believing that this trend would be sustainable. After being locked up for two-plus years, people wanted to go outside and enjoy experiences, such as going to a baseball game or concert, traveling to see family or going on a much-needed vacation.

 

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What Skill Sets Do You have to be ‘Sharpened’ ?

Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, the UK, & Mexico!  

We here at FSC want to thank each of our corporate partners for the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment!

 

Article continued …

Why Tech Companies Aggressively Hired

In a competitive field, hiring is seen as an arms race. Each company wants to recruit and retain the best and brightest talent. It’s a preemptive strike to get highly skilled people before their competitors do. Once hired, they’ll hoard the talent.

Managers, being human beings, feed their egos by building a fiefdom to make themselves look important. Social media companies, like Meta, need to invest heavily in personnel to oversee the moderation of daily posts.

Once a person is brought aboard, it’s hard to let them go. There is always a threat of litigation, accompanied by bad publicity, if a person is laid off and accuses the company and its management of discrimination. There is also the basic case of inertia—continually adding headcount on autopilot without questioning if it’s mission-critical or not.

Compassionately Letting Go Of Employees

Zuckerberg’s approach to layoffs was reminiscent of how Airbnb let go of workers during the height of the pandemic. CEO Brian Chesky gave a masterclass in empathy by taking great pains to ensure he took care of his workers, who unfortunately had to be let go.

Zuckerberg said, “There is no good way to do a layoff, but we hope to get all the relevant information to you as quickly as possible and then do whatever we can to support you through this.”

He offered a clear plan to the impacted workers. The company will pay 16 weeks of severance, along with two more weeks for every year of service—no matter how long they worked at the social media platform. People will be paid for their unused paid time off and receive their November 15, 2022 RSU vesting. Health insurance will be covered for six months, and Meta will offer career transition services. For those here in the United States on visas, the company plans to provide guidance and help.

Zuckerberg expressed his gratitude to his team, “This is a sad moment, and there’s no way around that. To those who are leaving, I want to thank you again for everything you’ve put into this place. We would not be where we are today without your hard work, and I’m grateful for your contributions.”

What To Do If You’re Laid Off

Losing your job is a frightening, painful and anxiety-inducing event. It’s especially problematic in a contracting economy, while other firms within the same sector are also downsizing and enacting hiring freezes.

Not only do you feel the loss of your job, but you’ve also temporarily lost your identity that’s tied up with your career. It’s disorienting when you’re cut off from all the colleagues you’ve worked with for the last number of years, and your daily routine is altered.

You will experience a range of emotions. There will be anger over being selected for downsizing. Some people become despondent or depressed. A job loss could cause you to lose confidence. In this current environment, there is real fear about finding a new job and having enough funds to get through this rough patch. The first thing you must do is practice self-care. Take time to process what happened. It’s common to grieve the loss and feel sorry for yourself. However, after a while, you must move forward.

It is important for your mental and emotional health to continue socializing with others. Withdrawing from social engagements is not helpful. There is nothing to be ashamed of. Be honest with people about your situation. You’ll be surprised to learn how many people have been through the same situation. Seek out therapy or consult with a mental health professional if you are having a hard time.

Get in touch with recruiters, career coaches and résumé writers. Contact people in your network to see if they know of any job openings. Target the companies you want to work for and find out if you know anyone who works there. Ask them to share your résumé, along with a recommendation for the job you want at the organization. Go on LinkedIn to post comments, articles and short-form videos to position yourself as an expert in your field to gain attention. Put together an elevator pitch. Practice role-playing commonly asked interview questions.

It Won’t End With Meta—Be Prepared For Future Layoffs

Workers in the tech and startup sectors need to brace for escalating layoffs. The current economic conditions will cause tech companies of all sizes to reconsider their hiring policies to stay competitive and solvent.

The era of artificially low-interest rates is over. Federal Reserve chair Jerome Powell seeks to significantly bring down the 40-year, record-level inflation rates to 2%. To achieve this goal, Powell said there would be a lot of “pain.” Jobs will be cut and hiring freezes will continue to be implemented. Workers will be closely monitored and put on performance improvement plans, as the low-end producers will be targeted for downsizing.

The Fed’s intention of raising the borrowing rates to more than 4% substantially changes the way businesses will operate. By comparison, in March 2020, interest rates were at around 0 to 0.25%. The access to cheap money enabled companies to go on a hiring binge.

When corporations borrow money at a high rate, they need to return a multiple much higher to pay back the interest and debt, employee salaries and the daily costs of running the business. The hurdles will be higher than what the tech firms became accustomed to. Some companies won’t be able to survive this new environment. Private equity firms or companies with the capital to purchase assets at a discount to their prior prices may take them over.

In this new, more austere environment, you’ll need to make yourself indispensable at work to survive. Always keep your eyes open for new opportunities.

 

Forbes.com | November 9, 2022 | Jack Kelly 

#YourCareer : Is Your Company Preparing For Layoffs? Here Are 4 Subtle Warning Signs. Here are Four that Are Easy to Spot (Once you Know What to Look for).

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With the recent spate of company layoffs, job cuts loom large in employees’ consciousness these days. There’s even been talk that the quiet quitting phenomenon has abated as employees fear for their jobs.

How can you tell if your organization is prepping for layoffs? There are obvious signs, like a memo from the CEO announcing a push for efficiency. Or the hiring of a consulting firm known to specialize in process improvement, efficiency, or cost savings. Or the departure of some of the firm’s top-level executives.

There are also more subtle signs that a company is readying itself for layoffs. Here are four that are easy to spot (once you know what to look for).

#1: Hints In Earnings Reports And Other Communications

Companies are notoriously bad at communicating openly with employees, especially about the challenges the company is facing. In Leadership IQ’s study, The Risks Of Ignoring Employee Feedback, we discovered that only 15% of employees believe that their organization always openly shares the challenges facing it. Ironically, if an employee believes that their company always openly shares its challenges, they’re about ten times more likely to recommend the company as a great employer.

The point is that there’s a very good chance that you won’t receive a clear message from the executive team about financial struggles, let alone impending layoffs. However, there are other ways to find clues. For example, if your company’s CEO speaks at industry events or investor conferences, you can often find their presentation slides. And there can be a wealth of insight hidden in those decks.

If your company is publicly traded, you’ve got quarterly earnings reports and other financial disclosures to peruse. You won’t always find the word “layoffs” in those reports, but you might find references to “cost savings,” or “efficiencies,” or other euphemisms.

 

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What Skill Sets Do You have to be ‘Sharpened’ ?

Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, the UK, & Mexico!  

We here at FSC want to thank each of our corporate partners for the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment!

 

Article continued …

#2: Changes In Your Manager’s Behavior

From the more than one million leaders who’ve taken the test “What’s Your Leadership Style?,” we know that over half of managers employ a Diplomat leadership style. The Diplomat prizes interpersonal harmony, and they’re the social glue and affiliative force that keeps groups together. They’re social, giving and typically build deep personal bonds with their employees. And Diplomats work to avoid having people feel uncomfortable or anxious.

If your boss has historically operated like a Diplomat leader, but recently they’ve appeared less gregarious, more reserved, less cheerful, and more cautious in their conversations, something is going on. There’s no guarantee that the change is the result of impending layoffs, but it could be.

Think about how a manager who cares deeply for their employees while sworn to secrecy about impending layoffs might react. Their discomfort could cause the exact type of behavioral changes noted above.

#3: Changes In How Your Manager Spends Their Time

The study “Optimal Hours with the Boss” discovered that the median time people spend interacting with their boss is three hours per week. (That’s not enough time, of course, as the study found that the optimal amount of time to spend interacting with one’s leader is six hours).

The key here, though, isn’t whether your leader spends too little (or too much) time with you; it’s whether that time has changed recently. If your leader used to spend six hours per week conversing and meeting with you, and now that number is one or two hours, something is going on. Similarly, if your boss used to rarely talk to you, and now they’re meeting with you every day, that’s also a sign.

#4: A Recent Low-Performance Review

Sometimes a performance review is just a performance review. But if you’ve had a history of fairly bland, or even glowing, performance reviews and now you’re getting a negative review, that might be a sign that something is afoot.

In Leadership IQ’s study on performance appraisals, we discovered that only 17% of people think their performance appraisals are always open, honest, and meaningful, and only 22% of people always think that their leader actually distinguishes between high and low performers. If you’re suddenly receiving lots of specific and negative feedback, perhaps it’s the company laying the groundwork for laying-off people they deem as less essential.

None of these signs are guaranteed precursors of layoffs. But they are signs that something is happening, and when it’s your career on the line, they’re signs worth attending to.

 

Forbes.com | October 31, 2022 | Mark Murphy

#YourCareer : The Absolutely Biggest Career Time Waster And 3 Things To Do Instead. Great REad!

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These days, it’s hard not to worry, especially when it comes to your career.

A years-long global pandemic, shifting macroeconomic trends, and prolonged market uncertainty don’t do anything to mitigate the professional anxiety many feel right now.

As a result, you might find yourself in a vicious cycle of pondering negative what-ifs and worrying about things beyond your control. That fear-based thinking messes with your mental health, keeps you stuck in a victim mentality, and fuels procrastination, preventing your progress.

Worse, research shows that all worrying is a huge time suck that yields little return. A study by Penn State University showed that only about 8% of the things people worry about come true. In other words, less than 1 in 10 things you stress about is actually worth it.

That’s a lot of time wasted that could be spent more productively on your career.

The next time you find yourself in a career worry spiral, try doing these three things instead:

1. Focus on what you can control

Rather than ponder why something is or isn’t happening and lament circumstances affecting your career, remember to focus on what you can control: your mindset and how you respond to things.

When you let go of the things beyond your control, you automatically shift from passive victim to proactive and empowered mode. The good news is that the things that prevent your progress aren’t external; they’re internal. And those are the things completely within your ability to work on.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Did you know?  First Sun Consulting, LLc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, UK, & Mexico!  

We here at FSC want to thank each of corporate partners in the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment !

 

Article continued …

2. Embrace action as the antidote

Worrying about potential problems does nothing to solve them. But the one surefire antidote to combat career anxiety, doubt, and fear? Taking action.

Sad but true: There is no growth in the status quo. And staying in your current state is a recipe for more worry. Newton’s first law of motion states that an object at rest stays at rest and an object in motion stays in motion. The same is true for your career. Action begets more action, so taking even small steps leads to big progress over time, helping you feel less anxious and more in control.

3. Reframe your perspective

Asking “What if?” tends to bring out extreme anxiety around career-related matters. Horrific nightmares of self-doubt plague nearly everyone at some point, especially when we genuinely care about the outcome. But remember, when answering the “What if?” question, you always have two choices: What if everything goes wrong/falls apart/the worst happens? or What if everything goes right/comes together/the best happens?

Remind yourself that perspective is everything and that you’ve overcome 100% of the challenges you’ve faced so far. You can choose the worst-case scenario and be consumed and paralyzed by fear or shift your mindset to the best-case scenario, allowing yourself to imagine the possibilities and become empowered by the potential.

One of my favorite quotes on the topic comes from Australian poet Erin Hanson, whose words are particularly poignant:

“What if I fail? Oh, but my darling, what if you fly?”

Forbes.com Author: Amy BlaschkaFollow me on Twitter or LinkedIn. Check out my website or some of my other work here.
Forbes.com | July 13, 2022

#JobSearch : Laid Off? Tell the World. Job Offers can Come Quickly Follow a Social Media Post, Done Right! A MUST REad!

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One of the quickest ways to get a job lately has been to announce on social media that you were laid off. 

Despite a robust labor market, layoffs have been increasing in recent months. Netflix Inc., Tesla Inc. and JPMorgan Chase & Co. have all disclosed layoffs in the past two months, with other companies in technology, aerospace and travel warning of more pink slips coming soon.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Did you know?  First Sun Consulting, LLc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, UK, & Mexico!  

We here at FSC want to thank each of corporate partners in the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment !

Article continued …

But companies around the U.S. continue to hire for millions of open positions, so many of the recently laid off are turning to social media to vent and in hopes of getting employed quickly. Going public about being laid off used to be considered an embarrassing no-no. Now, it has turned into a sales pitch, with many using Twitter, LinkedIn and other platforms to land new jobs within weeks of losing the old one.

Nathan Felt wrote a post on LinkedIn after his layoff four months ago as director of product design at Guaranteed Rate, a Chicago-based mortgage-lending and digital financial-services company. He described allowing himself to be disappointed and yet hopeful about his future and attached a link to a podcast about how setbacks can lead to opportunities for growth.

He didn’t explicitly ask for a job in the post but was swamped with responses, including several offers. He started a new product-design leader job in May at Amazon.

“When I posted, I simply thought it was an opportunity to share with others how they don’t need to feel defeated when getting laid off,” said Mr. Felt, who is 38 and lives in Petaluma, Calif.

Career coaches advise that job seekers who post online steer clear of bitterness, signal an appreciation of their time at their former employer and say they are excited to find a new adventure.

“There wasn’t a stigma for me because I know it’s not performance-related, I wasn’t fired,” said Liz Maupin, an entertainment and marketing producer in Los Angeles, who announced her layoff on Twitter.

Ms. Maupin said the company had layoffs because of budget cuts stemming from a challenging climate for the entertainment industry, including Netflix’s cutbacks and a wave of consolidation. In her June 1 tweet to nearly 13,000 followers, written the same day she lost her job, she wrote, “If you hear of anything, I’m a lovely producer and am eager to keep working.” Within 24 hours, she was flooded with responses, one of which yielded a new offer. She started the new role June 10.

“To have an offer literally 23 hours later was phenomenal,” she said.

Others who have successfully won new job offers via social media in recent weeks say they included detailed information, such as job titles, experience level and what value they bring to a team.

Sarah Nelson, who works in human resources, posted on LinkedIn about her layoff from a San Francisco firm. She talked to 15 companies in three weeks and recently started a new remote job as a recruiter with Dandy, an online dental lab platform, in Scottsdale, Ariz.

“I did not expect the kind of outpouring that I received,” she said.

When Silvia Fuentes announced her layoff last week, she made clear that she wanted a midlevel digital product designer role.

“Naming it saves people a lot of time, because instead of just saying I lost my job, give me a lead, it’s saying, ‘I need this type of job specifically.’ It helps get it to the right eyes,” she said.

Ms. Fuentes opted for Twitter, where she said she had more professional connections. She casually used the slang “hmu,” shorthand for hit me up, in her request for job leads, and several professionals tracked her down on LinkedIn after seeing her tweet.

“Go where you feel comfortable posting,” said the 26-year-old, who lives in Dallas. In the past week, several promising opportunities have come her way, and she has had a few initial conversations, she added.

Jason Allen got laid off from his account manager job at BrainStorm Inc., a software platform company, on June 17—a Friday. He waited three days to let his emotions cool and went through several drafts before posting about it on LinkedIn and adding the #OpentoWork designation.

“I was tempted to put some stuff in there about where we were at in our lives,” said Mr. Allen, who is 33 and lives in Eagle Mountain, Utah. Mr. Allen’s wife had their second child nine days before the layoff, compounding his worry. “I had my wife look at it and she’s like, ‘Maybe we don’t want to invoke that pity response.’ ”

Instead, Mr. Allen wrote that the layoff was an emotional shock, and made clear that he wasn’t the only one at the company let go. He also offered to connect anyone looking to hire with other laid-off colleagues who might be a good fit. The post generated more than 21,420 impressions, 181 reactions and 74 comments, and has led to several leads and one job interview so far.

“I think I’ll get something from this outpouring of support,” he said.

WSJ Author: Ray A. Smith at Ray.Smith@wsj.com

WSJ.com | July 6, 2022

#YourCareer : It’s Possible To Humanely Lay Off People With Empathy And Compassion. What Leadership Should Do When Laying Off People. Great REad!

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The United States has already seen around 17,000 job cuts in the tech sector and more are likely coming.

Most workers who have been terminated describe a cold, cynical process that’s devoid of any empathy. Others tell horror stories about mass Zoom firings and 48-hour holding patterns in which their future is in limbo.

What Happens When Human Resources Asks For A Quick Talk

You may get a call or email from a human resources representative saying, “Could you please come to my office at 4 p.m.?” When a company is not doing well, you have a sense of what’s about to happen next. The walk to the elevator banks, going up a few floors seems to last an eternity. You are hoping that you’re not getting a pink slip, and it’s for another matter.

In a whirlwind, you are told that your services are no longer required. You are offered papers to sign, and before you can process what happened, you’re escorted by a security guard to collect your belongings. All the technologies are cut off and you take the elevator of shame down to the lobby and walk outside feeling numb and bewildered.

 

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What Skill Sets Do You have to be ‘Sharpened’ ?

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We here at FSC want to thank each of corporate partners in the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment !

Article continued …

Airbnb Demonstrates How To Empathetically Lay Off People

Letting a person go doesn’t always have to be a harsh, humiliating experience. One standout example is the way Airbnb handled separations from the payroll in May 2020, during the early months of the pandemic. In a message to employees, Airbnb cofounder and CEO Brian Chesky said that he had “sad news” and told his staff that they were forced to downsize, in light of the company’s financial situation and the uncertainty of how badly the virus outbreak could impact its business. The short-term home and apartment rental app downsized 25% of its workforce, representing around 1,900 people out of the 7,500 international workforce.

Instead of using one-way Zoom calls to extend the message, he provided color and context as to why this had to be done. Chesky acknowledged that the pandemic could have a major impact on the travel industry for an unknowable amount of time, and as a result revenue could be hit hard.

Chesky told his team that anyone who was laid off, it’s not because of anything they’ve done wrong nor a reflection on their work ethic. Rather than providing platitudes, the company was prepared to offer severance, equity and healthcare packages. Its intent was to treat everyone in a compassionate and thoughtful manner. The company offered its team 14 weeks of base pay, plus an additional one week for every year at Airbnb, and the tenure will be rounded up to the nearest year. Health insurance was covered through COBRA for 12 months.

The short-term rental company provided an Alumni Talent Directory to help people find new jobs. Departing employees were given the option to have their profiles, résumés and work samples available for future employers to see. The company allocated its recruiting team to help the impacted workers find jobs. The departing staff also received four months of career services and were permitted to keep their Apple laptops to help with their job searches.

The Cold, Impersonal Zoom Firings During The Pandemic

It’s never easy nor pleasant to let a person go or enact mass layoffs. Airbnb acted honorably with empathy and compassion. This was juxtaposed with how a few other companies acted during the pandemic. While white-collar workers were primarily still working from home, the cold, impersonal one-way Zoom firings became commonplace.

At around the same time, scooter-sharing startup Bird fired 406 employees in a manner that you could only imagine on an episode of Black Mirror. The unfortunate workers were told all appointments were canceled and that they should log into a one-way Zoom call. A disembodied voice read from a script telling the listeners that they’ve been picked for layoffs. Their Slack and employee accounts were discontinued and end dates were supplied.

Ridesharing app company Uber announced a layoff of 3,500 employees. The remote workers were informed of their job loss via an online Zoom call. Ruffin Cheveleau, the head of Uber’s customer service, informed workers that it was their last day at the company. Wonderschool, ZipRecruiter, WeWork, the Wing and other companies all used video calls to inform employees that they’ve been terminated.

Recent Tone-Deaf Offer Recissions And Layoffs

Recently, Coinbase, the large cryptocurrency platform, announced it will place a hold on hiring and rescind job offers, due to the difficult economic and geopolitical events. Pulling the rug out from under the job offers didn’t sit well with many employees.

There was an immediate online backlash against the cold and cruel treatment of those who had their job offers abruptly taken away. The company said in response, “We will apply our generous severance philosophy to offset the financial impact of this decision” and will help the people who had their offers overturned. A talent hub was created to help the impacted people. This includes job placement support, résumé reviews, career coaching and access to the company’s network of people.

Coinbase employees started an online petition, leaked Thursday by crypto site Mirror, to remove top executives, including chief operating officer Emilie Choi, chief product officer Surojit Chatterjee and chief people officer LJ Brock, “in a vote of no confidence.”

In a tweet storm, CEO Brian Armstrong tweeted, “If you have no confidence in the execs or CEO of a company, then why are you working at that company? Quit and find a company to work at that you believe in!”

The polar opposite of how Airbnb acted is the story of Vishal Garg, CEO of unicorn mortgage lender startup Better.com. The chief executive coldly told his 900 employees that around 15% of the workforce will be fired in a one-way video.

To add insult to injury, Garg accused “at least 250″ terminated staffers of stealing from the company. In an email to employees obtained by Forbes in 2020, the Better.com CEO wrote, “HELLO—WAKE UP BETTER TEAM. You are TOO DAMN SLOW. You are a bunch of DUMB DOLPHINS and…DUMB DOLPHINS get caught in nets and eaten by sharks. SO STOP IT. STOP IT. STOP IT RIGHT NOW. YOU ARE EMBARRASSING ME.”

What Leadership Should Do When Laying Off People

Getting laid off is a crushing blow. In addition to the financial aspect of losing a job, it can cause serious mental and emotional stress. Leaders need to focus on the messaging to make the best out of a bad situation.

Leadership should start by offering color and context of what is happening. There is no reason to shame the staff. Instead, management needs to praise their work and accomplishments. Let the impacted workers know about available severance packages, healthcare options, what happens to their stock and options and give access to recruiters, career coaches and connections within the firm’s network of contacts.

Human resources and managers need to take the time and energy to speak one-on-one with the people who are being let go. Listen to their feedback, offer words of encouragement and write a glowing recommendation. Offer to keep in touch, as “boomerang” hires have become popular.

 

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Forbes.com | June 14, 2022

#YourCareer : Laid Off, Furloughed or Fired: Understanding the Differences. MUst REad for All!

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Innovation and reinvention are common themes in the modern workplace. This can often result in shifting resource allocation and employee headcount. The coronavirus pandemic has also resulted in many workers losing their jobs, temporarily or longer term. Regardless of economic conditions, employers cut staff for various reasons. It is unlikely that you will work for the same employer from college graduation to retirement the way some in previous generations did. You could face a sudden change in your employment status at any point in your life.

Human resources and career experts say it is important to be prepared and to understand your position.

1. Furloughed vs. laid off vs. fired: What are the differences?

“We have to let you go.” This phrase no employee wants to hear can also be accompanied by some confusion. There are some important differences between being furloughed, laid off or permanently terminated, according to the Society for Human Resource Management. Not all employers make accurate and consistent use of the terminology, so it is also important to understand the context of the separation. If you find yourself having this conversation with your employer, be sure to ask questions to figure out what it means for you.

Terms you should know:

  • Furlough: A temporary reduction in hours where an employee remains on the payroll but isn’t actively working or is on a reduced schedule. In some cases, an employee may be furloughed without work for weeks or months. Alternatively, an employee may work fewer days a week and take home a smaller paycheck. Furloughed employees may have an easier transition back to work because they remain on the payroll and usually maintain benefits like health insurance.
  • Layoff: A layoff is usually a temporary dismissal, during which the employer intends to rehire the worker. Layoffs often convert into a permanent separation if the employer doesn’t rehire the employee. Layoffs often don’t have predetermined time periods, and could last for weeks to months. They occur when work is no longer available at no fault of the employee. Usually, a layoff means an employee is removed from the payroll and stops receiving benefits such as health insurance.
  • Permanent separation: A termination without intention of calling the employee back. Depending on the context, this type of termination could include a so-called “reduction in force” or a firing. Employers can offer reasons such as elimination of a particular position, budgetary constraints, misconduct, violation of company policies or an employee not being the right “fit” for a role.

 

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Article continued …

It is important to understand the distinctions. A clear understanding of whether you are being furloughed, laid off or permanently terminated could mean the difference between having health-care coverage or not.

If you are laid off or fired for reasons unrelated to conduct, you will typically lose your health-care coverage, though you may be able to continue your existing plan under Cobra, or the Consolidated Omnibus Budget Reconciliation Act, a federal law that allows employees to continue their employer-provided health insurance. However, you will probably have to foot the bill for 100% of the cost of the plan.

Under furlough, on the other hand, employees usually keep their health-care benefits, but not in every case, says Amber Clayton, HR Knowledge Center Director at Society for Human Resource Management. She says that some employers’ health-care plans only cover employees who work a certain number of hours a week, which could mean furloughed staff lose eligibility.

Employers and workers should both keep a close eye on the language in their insurance policies in the event of a furlough.

In brief
  • A furlough is a reduction in hours, while a layoff is a temporary dismissal.
  • If you are fired it might be called permanent separation and could be due to your position being cut, budgetary constraints or misconduct.
  • Your benefit entitlement may differ depending on which situation you are in.
  • It is important to assess your skill set and plan your next move.
  • Take steps to keep your mind-set positive
2. Think about what is next.

Loss of income is a big financial burden for most people. A 2019 study by the Federal Reserve found roughly four in 10 Americans wouldn’t be able to come up with $400 in a financial emergency. It is important to come up with a plan to support yourself during your period of unemployment, whether that means taking out a loan, filing for unemployment benefits or taking on a different type of work than you are used to.

The next-step checklist:

  • Communicate with your employer. If you have been furloughed, check in regularly with your manager to get updates on the timeline for when you can return to work. If you were laid off or your position was permanently terminated, don’t be afraid to ask HR if there are other opportunities or open positions at the company that you can explore.
  • Get your finances in order. Even if your separation is a temporary layoff or furlough, you can and should look for other work. This is also a way to ensure that you get at least partial unemployment benefits, which you can apply for at your state’s unemployment insurance office. Some states require applicants to prove they have been actively looking for work. You have every right to work another job while you are furloughed.
  • Look for different types of work. If you are having trouble finding open positions similar to your last one, start thinking outside the box. “Think in terms of a portfolio rather than thinking in terms of a singular skill, singular professional, or singular career,” says Dr. Nadya Zhexembayeva, founder of Reinvention Academy, a consulting firm focused on helping clients embrace change.

After you are laid off, furloughed or terminated, think about how you can use the time to diversify your skill set. Consider taking on a new kind of job that you might not have considered before. “Think of it as an opportunity to develop a skill and get paid for it,” says Dr. Zhexembayeva. She compares our career paths to journeys. “We all have a kind of bigger project, like a highway, but we also have country roads in the form of little side hustles.”

3. Getting laid off or fired may require you to shift your mind-set.

It is normal to feel anxious or upset about the loss of a job, especially when it contributes to financial stress. Try to channel your negative energy into positive action as much as you can. Remember that change is normal.

On average, U.S. employees had spent a little over four years in a job in January 2020, according to the Bureau of Labor Statistics. For workers ages 25 to 34, that average was just 2.8 years.

“If you are changing careers by choice or because somebody made that choice for you, the No. 1 thing is to stop thinking of it as something shameful,” says Dr. Zhexembayeva. “You are living in the world, and you will be facing a lot of disruptions. It’s not the fact that you avoid the disruptions that make you [a] success, it’s the fact that you stand up and keep going that makes you successful.”

Try these tips for positive thinking:

  • Write down your strengths. Make a list of your professional wins over the past year and use that to structure an action plan on how you will do more of it.
  • Practice mindfulness exercises. This doesn’t just have to come in the form of meditation.Any repetitive activity that you don’t find stressful will do, from running to cooking.
  • Get creative. Think about the skills you have that you could monetize. Do some research on how other people have made money with the same expertise.
Resources
  • Your local unemployment office. Not only can you file for unemployment benefits there, but these offices often offer resources to job seekers such as résumé-writing courses and interview practice.
  • Try a “Fear to Action” exercise. These free exercises can help you figure out the next steps you can take by drawing connections between your fears and their potential impact.
  • LinkedIn and Glassdoor. Set job alerts for your industry.
What to do next
 WSJ.com | February 24, 2021 | By Alex Janin 

#JobSearch : What to do if Suddenly Unemployed. Here are Some Things you Can do Right Way.

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When I was laid off from my sales job in my early 20’s, I was shattered.  It was a blessing but back then, I was terrified. I was living alone, paycheck to paycheck, and didn’t know anything about unemployment as I had been working since I was 15. I didn’t have savings, because I didn’t make much money and, you know, 𝘴𝘩𝘰𝘦𝘴.

Today’s job seekers have such a wealth of resources available at their fingertips. Here are some things you can do right away:

FINANCES
✅ Apply for unemployment benefits. The sooner you do this, the sooner you’ll receive a check.
✅ Ask about health insurance. Will the company extend it? Check out healthcare dot gov for coverage.
✅ Look at your savings. Spend slowly, only pay monthly minimums. Ask for a loan, if possible.
✅ Talk to your lenders. Many will give you a two or three-month grace period before having to make a payment again.

 

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Article continued … 

RELATIONSHIPS

✅ 𝗔𝘀𝗸 𝗳𝗼𝗿 𝗿𝗲𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀. Ask for a reference from your boss or co-workers before you leave. Not only will this help you while job searching, you’ll feel better as well.
✅ Reconnect with your network. Before you start sending out resumes, optimize your LinkedIn profile so your connections will know what you are up to when you reach out to them.

 

PLANNING

✅ Create or revise your career plan. Whether this came as a surprise or not, take time to develop your career plan. Ask yourself questions about what you want to do next. Do you want to stay in your current industry or try something new?

✅ Reward yourself when you reach milestones. When you’ve written a couple versions of your resume or cover letter, treat yourself to a nice dinner. When you’ve made the phone calls or reached out to your target companies, take a break and enjoy something you like to do.

 

ATTITUDE

✅ 𝗦𝘁𝗮𝘆 𝗽𝗼𝘀𝗶𝘁𝗶𝘃𝗲. Remember, this is only temporary. You’ll be working again before you know it.

✅ Don’t feel sorry for yourself. Continually talking about it can create a rut that can be difficult to get out of. Take a day to reflect on the situation, then move forward.

 

If you find yourself unemployed, take a breath! Just remember, most people who want jobs have them. You will eventually have a job. So, think through your finances, your network, our plan, and keep a positive attitude. But keep taking steps forward. And if you need professional help with your career documents or coaching, don’t be afraid to ask for it.

 

FSC Career Blog Author:  Erin Kennedy, MCD, CMRW, CPRW, CERW, CEMC, is a Certified Professional Resume Writer/Career Consultant, and the President of Professional Resume Services, named one of Forbes “Top 100 Career Websites”. Considered an influencer, she is consistently listed as a “Top Career Expert to Follow” on Twitter and LinkedIn.

 

FSC Career Blog – April 6, 2021

#JobSearch : How To Restore Your Confidence After A Layoff. The Coronavirus Outbreak has Triggered Unprecedented Mass Layoffs and Furloughs.

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The coronavirus outbreak has triggered unprecedented mass layoffs and furloughs. So, if you’re one of those people affected, you’re not alone. Yes, we’re in the middle of a global pandemic. But no matter what the circumstances are, a layoff can be devastating to one’s self-confidence.

“I can be changed by what happens to me. But I refuse to be reduced by it.”  Maya Angelou

People often define themselves by what they do for work, so you may experience a job loss as a loss of personal identity. To get past your own feelings of failure and inadequacy, here are five ways to restore your confidence after a layoff.

Remind yourself it’s not you

It can be easy to feel shame and embarrassment after a layoff. Don’t. Restore your confidence by making it a point not to take it personally. Remind yourself that these are tough times, and millions of people are in the same predicament. It’s not a reflection of your performance, just the current economic situation.

Take time out

A layoff can be a blessing. Sometimes it’s the universe’s way of opening a new door for us. Consider this the perfect time to take a step back and review your career trajectory. Did you even enjoy what you were doing? Do you want to stay in the same industry? Taking advantage of this crucial downtime to assess your situation can help to restore your confidence. In fact, doing this important inner work can be more beneficial than immediately jumping into a new job. Especially a position that won’t provide the fulfillment you deserve.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

Surround yourself with positive people

This is a time to be surrounded by people who are positive and uplifting. Stay away from the “energy vampires.” These are people who consciously or not, drain your emotional energy. If you find yourself spending time with someone and you feel like they suck the life out of you, that’s an energy vampire.

Restore your confidence by surrounding yourself with people who show by their actions that they care about you and have your best interests at heart. That will go a long way in helping you achieve a healthy mental outlook. You may even want to enlist the help of a coach or mentor to help you unpack your feelings, hold you accountable and devise a plan to achieve your ultimate career goals.

Review your finances

After a layoff, it’s common to feel uneasy about what’s next. Before making any career moves, review your financial situation. This will give you a chance to determine where you stand from a cash flow perspective. Many people come out of this exercise with a renewed sense of confidence and optimism. You will feel relieved knowing exactly how much runway you have until you need to secure that next job opportunity. Crafting a solid plan will help alleviate stress and ease any feelings of financial uncertainty. You’ll also want to cut back on your expenses for a while, eliminating any non-essential items.

Get involved in meaningful work

Try to get involved in meaningful work as soon as possible, even if it’s only on a volunteer basis. And if you’re concerned about social distancing, you can volunteer without leaving your home. Points of Light is one organization that is committed to empowering, connecting and engaging people and organizations with virtual opportunities to make a difference that are meaningful and impactful. Volunteering will make you feel good, help you learn new skills and broaden your networking base. Who knows, over time, it may even turn into a permanent, paid position.

Layoffs and furloughs are the new normal, but that doesn’t mean you can’t bounce back better than before. As Maya Angelou once said, “I can be changed by what happens to me. But I refuse to be reduced by it.”

Author: Caroline Castrillon Contributor

 

Forbes.com | July 8, 2020

#YourCareer : In A Sign Of The Times, Cold Zoom-Call Firings Are Now Common. Great REAd!

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Tough times bring out the best and worst in people and companies. Since the Covid-19 pandemic started, we’ve seen a noticeable increase in bad behavior. There’s been riots, cities set ablaze, looting of stores, killings and acts of police brutality.

The manner in which employees have been downsized tells a lot about the company and our overall current culture.

On a lesser level, but still disconcerting, social media—as well as the mass media—has become a volatile cocktail of toxicity and hate. It’s not surprising that this lack of empathy and coldness has crept into the corporate world. The manner in which employees have been downsized tells a lot about the company and our overall current culture.

Last week, 24 Hour Fitness, a privately held national chain of about 430 gyms with 22,000 workers, fired employees via a phone call. According to The Wall Street Journal, the gym’s Chief human resources officer, Tami Majer, sent an email to workers asking them to participate in a phone call to discuss “important company updates,” indicating that they’ll be paid for their time. On the call, the employees were told that they’ve been let go. There wasn’t any in-depth discussion around severance packages, benefits or any other color provided as to what’s going on.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

It’s understandable that 24 Hour Fitness had financial problems. Like thousands of other companies deemed non-essential, the gym chain was forced to close down its facilities. While many people say that gyms are indeed essential, as they’re important to our physical, mental and emotional health, it was viewed by medical professionals as a breeding ground for catching and spreading Covid-19 and couldn’t remain open.

For about four months, the company still had to pay rent, insurance and other expenses, while not receiving any revenue. Under these circumstances, it’s hard to sustain an enterprise composed of hundreds of locations with expensive equipment. One of its competitors, Gold’s Gym, with 700 locations worldwide and self-described as “the world’s trusted fitness authority for more than 50 years,” recently filed for Chapter 11 bankruptcy protection.

24 Hour Fitness did send an email to the people impacted by the layoff explaining the rationale and reasons behind the layoffs, along with important information surrounding the terms of their dismissal. CEO Tony Ueber said, “These are painful decisions, and we do not make them lightly.”

This isn’t a one-time thing. There have been an alarming number of companies that have laid off people in the same cold, impersonal way.

Ridesharing company Uber previously announced a layoff of 3,500 employees, representing 14% of its workforce. In a sign of the times, with employees working from home, Uber informed the job-loss casualties via an online Zoom call. The head of Uber’s customer service office, Ruffin Chaveleau, told workers that today was their last day at the company.

Chevaleau soberly shared that Uber’s business was hit hard. The company’s business dropped by over 50%. She said, “With trip volume down, the difficult and unfortunate reality is there is not enough work for many front-line customer support employees.” Chaveleau added, “As a result, we are eliminating 3,500 front-line customer support roles. Your role is impacted and today will be your last working day with Uber.” Uber CEO Dara Khosrowshahi said of the downsizing, “We’re focused on navigating through this crisis that absolutely leaves us in a position, a stronger position, as the world starts to recover.” Khosrowshahi announced that he will be forsaking his base salary.

Bird, the scooter-rental startup, fired 406 employees in a harsh “Black Mirror” style. The unsuspecting workers were asked to log into a one-way Zoom call, after being informed that all other appointments were cancelled. A disembodied voice read a script informing the person that they’ve been laid off. Their Slack and other accounts were shut off and given end dates.

The airline industry has been one of the hardest-hit sectors by the pandemic. The federal government called for the cessation of nonessential travel. Even with essential travel, potential passengers have steered clear. In response to the dramatic decline in flights and acknowledging that the fortunes of airlines won’t turn around anytime soon, they’ve enacted massive layoffs.

The airlines received billions of dollars from the government to bail them out. The federal bailout for the airline industry barred layoffs, involuntary furloughs or pay cuts for employees. The airline executives, including United Airlines, were cold and harsh. United didn’t even try to hide the fact that job cuts are coming as soon as the required period to retain employees ends. Once the prohibition is lifted, as early as Oct. 1, the workers will receive their pink slips. To add insult to injury, workers were told to take unpaid or lower-paid leaves in the interim.

Wonderschool, ZipRecruiter, WeWork and the Wing have all used Zoom to inform employees that they’ve been terminated.

Airbnb took a different, more enlightened approach. The company announced that it was downsizing 25% of its workforce. Roughly 1,900 people out of the company’s 7,500 total workforce will lose their jobs. What’s different about Airbnb is the manner in which the company informed employees of its plans.

In a message to staff, Airbnb cofounder and CEO Brian Chesky said, “Some very sad news. Today, I must confirm that we are reducing the size of the Airbnb workforce.” Chesky then advised his employees that he will be transparent and offer details, so that everyone is fully aware of what’s happening. He was forthright and didn’t try to spin the narrative, as he stated, “We are collectively living through the most harrowing crisis of our lifetime, and as it began to unfold, global travel came to a standstill. Airbnb’s business has been hit hard, with revenue this year forecasted to be less than half of what we earned in 2019.”

With all of the stress and anxiety we’re all going through, it’s almost understandable how corporate executives can lose sight of the feelings of the people who’ve been selected for downsizing. It’s important for them to remember that they are human beings. Getting fired is an unpleasant and—at times—life-altering experience. In light of the current job market, in which over 40 million Americans have filed for unemployment since mid-March, it’s one of the worst times to be let go.

Due to Covid-19, it’s hard to conduct face-to-face meetings, but maybe this should happen anyway—with the appropriate precautions, of course. At the very least, instead of mass firings, companies could allocate the time to fully express courtesy and respect to their people by speaking with everyone individually.

The people involved with downsizing have to be transparent, empathetic and share the reasons why their employees are being asked to leave. A sufficient amount of time must be set aside to discuss and answer any and all questions related to the layoffs. The human resources professionals or managers should provide all of the necessary facts and relevant information regarding severance packages, whether or not job search assistance is offered, if there’s a chance to be rehired and other important matters.

David Ulevitch, a general partner at the preeminent venture capital firm, Andreessen Horowitz, offered advice on how to compassionately conduct layoffs while employees are working remotely, “The layoff may cause serious financial and psychological distress. It will also force them into a wrenching emotional disconnect from their friends and colleagues.” He advised managers, “Your duty as a leader is to do everything in your power to give them as many resources as you can and offer them the most dignified exit possible. This will take careful thought and planning.”

Just because we’re living in volatile and chaotic times, it doesn’t mean that corporations can abrogate their responsibilities to their employees when they need hand-holding, reassurance and guidance the most.

 

Forbes.com | June 15, 2020 | Jack Kelley