Yahoo sacked its CEO today. While thats the big news, hogging headlines, there is a somewhat funny element here. The CEO, as per her claim was cashiered on the phone, by the Yahoo chairman. Is that another resounding example of technology being leveraged to create efficiencies?
Its not uncommon to be retrenched nowadays. It happens in the USA and it happens here in India, all the time. Retrenchment or involunatary removal of employees from their employment, can be driven by various factors such as recession or economic turbulence, or an individual or team or business failure or simply a realignment of strategy. Its how it is executed can be illustrative of a country's or organisation's culture.
Such forceful actions are always swift and purposeful. Generally speaking, it is conducted with precision and with appropriate preparation. The complexity goes up with the number of employees and number of locations impacted. While the suddenness comes across as a shock to the affected, it probably serves them well, as any prolonged or lingering action only augements negativity and associated pain. Of course, there is a divergent school of thought prevalent as well.
One has heard of the emotionless removal of employees in MNCs. The lack of the same is probably made up, to a certain extent at least, by the increased compensation and severance benefits. An Indian industrial conglomerate recently went out of its way to sit down with each employee, helping them frame and update their resumes and posting them to group companies and recruitment consultants. However, such examples are few and far between, and possibly witnessed only in India or Indian companies where people are still reasonably valued.
On the other hand, there has been a growing trend amongst employees, especially the younger ones, to send in their resignations without showing up. At time these employees simply collect the monthly salary on the last day of the month and thereafter disappear and become incommunicado. Should the employers then be held responsible for showing lesser and lesser propriety in return when retrenching?
Nevertheless, retrenchment is painful and takes a toll on either side with the employees feeling it more acutely. In some ways, this is the time for introspection, focus on the positive and move forward with greater vigour. There are several learnings to be derived, everytime such catastrophes occur in an employee's or organisation's life. Its important for the seniors to acknowledge and accept their mistakes or lower contribution or lack of relevance, as thats the stepping stone to greater confidence. Its pointless to maintain a charade of relative success or pretensions to injustice or hold shaky beliefs that the issues lie beyond the self. The same is true for the remaining senior and top management as well. A fear of divestiture or shame of perceived failure only serves to block out further recovery and growth.
So, Carol! Thy pink slip is showin...and aall izz well!
Its not uncommon to be retrenched nowadays. It happens in the USA and it happens here in India, all the time. Retrenchment or involunatary removal of employees from their employment, can be driven by various factors such as recession or economic turbulence, or an individual or team or business failure or simply a realignment of strategy. Its how it is executed can be illustrative of a country's or organisation's culture.
Such forceful actions are always swift and purposeful. Generally speaking, it is conducted with precision and with appropriate preparation. The complexity goes up with the number of employees and number of locations impacted. While the suddenness comes across as a shock to the affected, it probably serves them well, as any prolonged or lingering action only augements negativity and associated pain. Of course, there is a divergent school of thought prevalent as well.
One has heard of the emotionless removal of employees in MNCs. The lack of the same is probably made up, to a certain extent at least, by the increased compensation and severance benefits. An Indian industrial conglomerate recently went out of its way to sit down with each employee, helping them frame and update their resumes and posting them to group companies and recruitment consultants. However, such examples are few and far between, and possibly witnessed only in India or Indian companies where people are still reasonably valued.
On the other hand, there has been a growing trend amongst employees, especially the younger ones, to send in their resignations without showing up. At time these employees simply collect the monthly salary on the last day of the month and thereafter disappear and become incommunicado. Should the employers then be held responsible for showing lesser and lesser propriety in return when retrenching?
Nevertheless, retrenchment is painful and takes a toll on either side with the employees feeling it more acutely. In some ways, this is the time for introspection, focus on the positive and move forward with greater vigour. There are several learnings to be derived, everytime such catastrophes occur in an employee's or organisation's life. Its important for the seniors to acknowledge and accept their mistakes or lower contribution or lack of relevance, as thats the stepping stone to greater confidence. Its pointless to maintain a charade of relative success or pretensions to injustice or hold shaky beliefs that the issues lie beyond the self. The same is true for the remaining senior and top management as well. A fear of divestiture or shame of perceived failure only serves to block out further recovery and growth.
So, Carol! Thy pink slip is showin...and aall izz well!
cudnt have agreed more on dis
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