As a manager, did you have to make the unfortunate choice of asking some of your team members to go?
Every organisation may need to make some tough decisions for the sake of its business continuity. However painful they may be, this exercise is required to keep the workplace afloat.
A founder I once interviewed described it as ‘cutting off your limb to save your body.’
Some of the biggest or most cash-rich companies go through it. No one enjoys doing this; it is a step considered after exploring every other option.
Sleepless Nights and Tough Choices
I had trouble sleeping the first time I had to implement such a decision. I was so uncomfortable I contemplated resigning. A former-colleague-turned-friend, who sensed I was troubled, drilled sense into me.
‘You think they won’t do it if you quit. You may walk away feeling uninvolved, but it will still happen. It could be far worse in your absence if decisions are taken purely on numbers. You may then feel bad you could have done better had you been around,’ he said.
I began to see more clearly, thanks to my friend. I stayed put to bite the bullet.
That was not the only time I had to face this situation.
Each time it happens, I struggle to sleep. I can’t help not worrying about it. But then I remember what Vishakh Rathi told me a decade ago, and I make peace.
Many in my team have had to leave over the years. Only a couple have written to me, blaming me for putting them in an unfortunate position.
I received one such direct message on LinkedIn last week. It was painful to read. Things had not gone well for him after exiting our workplace. He suffered a personal tragedy which he held me responsible for.
One thing I have learned from experience: The organisational decision may come from the top leadership, but the team member who loses his job will hold you accountable as the head of the department.
The way they see it is, ‘You could have put anyone else in my place. Why me?’
HR teams have guidelines to help decide based on data. And team leads can use other important metrics to narrow down the choice.
It is tough for those who lose their job to understand why they were chosen. They are unaware of all the data points and other inputs available to their managers. Few acknowledge that their team leader has made the right choice.
I have dealt with someone who seemed to understand the decision when I and his team lead broke the news to him. But he changed course over the months and years and blamed us for his misery. He could not come to terms with job loss and took to drinking excessively. A few years later, he lost his life.
His wife, who held us responsible for his predicament during this unfortunate period, began to view it dispassionately months after he passed away.
What You Can Expect
When the word gets out that job losses are in the offing, some team members seek time with you to say how much they need the job.
Some use others to convey the message.
They are a few who struggle to speak directly and are more comfortable with emailing or texting.
And There are Exceptions
One incident has stood out in my tenure as a manager. It has never been repeated.
A decade ago, a team member who heard of this exercise before it was officially communicated, came to meet me.
‘I heard, and I know how painful it must be for you. I have come to make it slightly easier. You can put my name on the list. I will happily go,’ she said.
‘Why are you doing this,’ I demanded to know.
‘I can never forget you gave me a job when I needed it when you could have done without me. There was no pressing need to hire then, but you did,’ she clarified.
‘Yes, but I did because I know you are a good resource, having worked with you earlier. Sometimes you do not find the right candidate when there is an urgent requirement. I lapped up the opportunity when I learnt you were keen to resume work after childbirth,’ I explained.
After more than two decades in a leadership position, I am yet to encounter someone like her. Rarely do you come across a situation where a colleague voluntarily steps forward and suggests what she did.
I am blessed to have the opportunity to work with her. Twice.
The Unavoidable Realities of Leadership
Last week I wrote about the lovely messages I have received from current and former colleagues over the years. But at work, just as in life, it is not all roses.
You receive flak and go through pain as part of the job. You may not show it. Those in your team who lose their jobs do not see it. You can’t say how you feel. Damn if you do, damn if you don’t.
You try and do the best you can. However well that may be, you could still be misunderstood.
When you sign up for the job, you must be prepared to face the bouquets and the brickbats. It won’t be all hunky-dory.
You’ve got to do what you’ve got to do.
