Hacker News Board Hacker News, browsed like a classic message board
Live data from Hacker News

Planning and Managing Layoffs

a16z.com

Post reply on HN
Print view View original

111–120 of 165 posts

Re: Planning and Managing Layoffs

#111

Post by charlesu »

cwyers wrote: post #66
whatever1 wrote: post #57

These posts bring me to the realization that you should never go above and beyond for a company that you don’t own. Just show up, do the bare minimum to meet expectations, finish your 8 hour shift and go home and enjoy quality time with your family. This way when you get laid-off there is nothing to cry for. You can always find an occupation, but you cannot get back the time that you dedicated to fulfill someone else…

That's true if you don't need recommendations from the people you're working with to get your next job, if you don't want to get promotions (which help you get better jobs down the road!), and if you are content to spend 40 hours a week from now until you retire just coasting through life. I think a better way to look at it is -- don't be loyal to something that can't be loyal to you. But you can and should let yours…

If all you want is to get ahead delegating, communicating, and politicking are what matter -- and they can be done well in 40 hours or fewer.

Re: Planning and Managing Layoffs

#112

Post by koheripbal »

whatever1 wrote: post #57

These posts bring me to the realization that you should never go above and beyond for a company that you don’t own. Just show up, do the bare minimum to meet expectations, finish your 8 hour shift and go home and enjoy quality time with your family. This way when you get laid-off there is nothing to cry for. You can always find an occupation, but you cannot get back the time that you dedicated to fulfill someone else…

This becomes a self-fullfilling prophesy. A manager can easy see which employees don't really care about the quality of their work.

It should be no surprise that they are the first to be laid off when times get tough.

Re: Planning and Managing Layoffs

#113

Post by icebergonfire »

jbkiv wrote: post #101
rubidium wrote: post #87

Earlier quoted context omitted.

I appreciate you sharing your experience, but if I was in the room I’d be upset that you didn’t handle it better for the sake of the remaining team AND the departing employees. The approach detailed in the above blog post is more appropriate for any situation with more than 10 employees.

Sure, but at some point if you really care, there is nothing you can do. And I also knew (and they did not know) that to make that happen, I would have to leave myself shortly after.

As a hypothetical employee attending that all-hands I could be upset too in the moment due to the impact those news would have on me. However I could not in good conscience be angry at you, not once I calm down and can think logically again.

Turns out bosses and management are humans too, what a novel concept! Shit happens, and we are all constantly trying our best.

> I never fully recovered from the worst day of my life, and that was 19 years ago

From one stranger to another, with as much empathy as I can convey through this comment box: whether you start another project of that magnitude or not, I hope you can eventually change that sentence to "it was grueling, you kinda never forget but I did fully recover".

Thank you for sharing your story.

Re: Planning and Managing Layoffs

#114

Post by notyourday »

cwyers wrote: post #66
whatever1 wrote: post #57

These posts bring me to the realization that you should never go above and beyond for a company that you don’t own. Just show up, do the bare minimum to meet expectations, finish your 8 hour shift and go home and enjoy quality time with your family. This way when you get laid-off there is nothing to cry for. You can always find an occupation, but you cannot get back the time that you dedicated to fulfill someone else…

That's true if you don't need recommendations from the people you're working with to get your next job, if you don't want to get promotions (which help you get better jobs down the road!), and if you are content to spend 40 hours a week from now until you retire just coasting through life. I think a better way to look at it is -- don't be loyal to something that can't be loyal to you. But you can and should let yours…

HTTP 402. Payme.

Re: Planning and Managing Layoffs

#115

Post by notyourday »

seanmcdirmid wrote: post #105
whatever1 wrote: post #57

These posts bring me to the realization that you should never go above and beyond for a company that you don’t own. Just show up, do the bare minimum to meet expectations, finish your 8 hour shift and go home and enjoy quality time with your family. This way when you get laid-off there is nothing to cry for. You can always find an occupation, but you cannot get back the time that you dedicated to fulfill someone else…

If you are only doing a job for the financial payoff, then I guess. If you are interested in the work and want to develop yourself, the Wally mindset is a horrible way to spend your time.

> If you are only doing a job for the financial payoff, then I guess.

That's why it is a job, not a hobby.

Re: Planning and Managing Layoffs

#116

Post by rizz0 »

whatever1 wrote: post #57

These posts bring me to the realization that you should never go above and beyond for a company that you don’t own. Just show up, do the bare minimum to meet expectations, finish your 8 hour shift and go home and enjoy quality time with your family. This way when you get laid-off there is nothing to cry for. You can always find an occupation, but you cannot get back the time that you dedicated to fulfill someone else…

You can lose everything as an owner too. It'll be on you though and not your boss — up to to you to decide what's better.

Re: Planning and Managing Layoffs

#117

Post by DodgyEggplant »

whatever1 wrote: post #57

These posts bring me to the realization that you should never go above and beyond for a company that you don’t own. Just show up, do the bare minimum to meet expectations, finish your 8 hour shift and go home and enjoy quality time with your family. This way when you get laid-off there is nothing to cry for. You can always find an occupation, but you cannot get back the time that you dedicated to fulfill someone else…

Absolutely, in times like this, you could expect some solidarity to the people, sector, and society this VC is working with. A rich successful VC would better allocate a fund to support employees for a few months until easier landing is possible. This is much more helpful and fair - instead of blogging how they feel empathy but pushing for layoffs nevertheless

Re: Planning and Managing Layoffs

#118

Post by matwood »

gk1 wrote: post #16

One more thing to consider as you plan the layoffs: You may be eligible for one (or more) of the loans from the latest relief bill. The loans come with a near-zero interest rate and a big chunk of it may be forgiven.[1] However, there are stipulations related to layoffs and reduced salaries, which is why you should evaluate this option before making the irreversible decision to fire people. [1] Here's a decent summar…

I agree that the forgivable loans are a good option. I was searching for a good summary the other day and here is the bill and the official summary (not sure why it was so hard to find).

https://www.sbia.org/resources-for-small-businesses-impacted...

EDIT

Looks like your article is linking to the sbia. Last week everything I found was still referring to things that should be in the bill.

Re: Planning and Managing Layoffs

#119

Post by elliekelly »

luckylion wrote: post #95
the-dude wrote: post #93

Earlier quoted context omitted.

From a fellow European : yes, in the US firing is much easier. But hiring is much easier too.

> But hiring is much easier too. Largely for that very reason, I believe. If it's hard to get rid of somebody, you will make extra extra extra sure that they are a very good fit.

> If it's hard to get rid of somebody, you will make extra extra extra sure that they are a very good fit.

Perhaps I'm in the (American) minority but that seems like a win/win to me. As an employer I'd much rather take a bit more time to find the right person and as an employee I'd gladly exchange a slightly slower market for additional job security/a safety net if things don't work out.

Re: Planning and Managing Layoffs

#120

Post by distances »

kid_atticus wrote: post #74
cwyers wrote: post #66

Earlier quoted context omitted.

That's true if you don't need recommendations from the people you're working with to get your next job, if you don't want to get promotions (which help you get better jobs down the road!), and if you are content to spend 40 hours a week from now until you retire just coasting through life. I think a better way to look at it is -- don't be loyal to something that can't be loyal to you. But you can and should let yours…

> for a company that you don’t own I think you're missing the key part here. Most tech workers do have some ownership in the companies which muddies the calculus a little bit. But if you don't have a stake in the company you are literally trading time for money. Work more time for the same money and you're just under-pricing your labor by an equivalent amount. Also, if you need to work overtime to get good recommenda…

> Most tech workers do have some ownership in the companies which muddies the calculus a little bit.

Maybe nitpicking, but I don't think this is true at all. Lots of tech workers do, sure, but I doubt it's anywhere even close to half of them.

Post reply on HN