I am fairly sure that I am being laid off with other Sr. Engineers tomorrow and need some ideas. Basically, I saw a calendar mistake by HR, so oops!
Meh. It’s gonna suck for a bit, but whatevers. Life is more important than a shit job. :)
Get all your questions about unemployment ready, including the forms filled in today… File asap! File as soon as they let you go.
If you have stock/equity decide now if your going to exercise it. You may have to pay taxes in addition to the exercise price.
Bring all your work stuff from home. Hand it over and get a receipt, nobody wants to play phone tag with a ex to get their stuff back.
If you have access to sensitive systems or passwords, put it in writing what you know and tell them they need to change those passwords now.
Make sure you keep contact with anyone you care about now, before you lose access to the systems.
Be the adult, let them you know these transitions are hard, compliment them for doing a difficult thing so well, make it clear there are no hard feelings. I’ve had multiple long term highly lucrative consultation arrangements after a layoff.
While good advice, he did specify to YOLO the exit interview, this is too responsible to be a YOLO imho lmao
Honestly, the biggest yolo is to be professional, prepared, drama free. Don’t even let it bother you.
I’m above this, I have my own plan, I have confidence… It will distinguish you.
I once had a new job lined up, but hadn’t put my notice in, I got laid off before the Friday I was going to put my notice in. The firing officers complemented me on how well I was taking it.
Then 3 months later they hire me as a side contractor at 5x my salaried rate while I was still doing my new full time job.
So yeah… Yolo is about having your life together and being above other people’s drama, a bit of luck helps too.
To be contrarian,
I’d count this as a YOLO. You only live once and choosing to live it with decorum and immaculate professionalism or playing the long game is also a valid response.
Maybe one day, they come crawling back to you? Take them for all they’re worth or shove it back at them.
I had a lucrative job offer for a fairly senior role from a company that previously retrenched me. I got their senior management to wine and dine me. All in the guise of discussing the role, how I saw the future of the industry and my plan for taking the company to where they wanted to be in 2 years. Then after all was said and done, I told them I wasn’t interested. It felt good and besides I make way more now than they could have offered me and it would have taken me away from my family and put me in a very stressful role.
Props for the prep advice.
If you have access to sensitive systems or passwords, put it in writing what you know and tell them they need to change those passwords now.
I am in security, so I know the logical reasons for that even though someone is sure to say that is bullshit.
However, I left a job once and encrypted all critical passwords I knew on a USB drive and gave it to my manager. For the password, I created a riddle that only he would know. I gave my old manager (he was cool) the USB drive and walked. After about a week, he was laid off for pure money reasons. So a month goes by and I get a frantic phone call one morning asking for all the passwords to some super important systems and I was kind enough to know they had pointlessly fired the only person who would of had access. (They had blindly destroyed his remaining equipment and paperwork, so they were gone.)
It was intentional, encrypted and before enterprise password managers were common place. The key was a riddle and actual key was never actually written down anywhere. I sure as fuck didn’t trust our network, so I couldn’t store them somewhere accessible.
I am fairly sure the drive got put in our evidence safe which was then shredded with the other drives that were in there. (The company I was working for got bought by a venture capital group and nothing original was sacred.)
Go there in dirty, wet fishing gear and holding a large fresh fish. Slap the fish on the table, pull out a sharp knife, and go to town skinning and filleting it, all while giving a very earnest assessment of where the company is going wrong. But keep a big grin on your face the whole time.
Bonus points if you call everyone in the interview ‘Ron’ the whole time.
Bonus points if you call everyone in the interview ‘Ron’ the whole time.
Well, it will be two ladies at this meeting so that will be interesting. I am only 10mins from the nearest river as well…
Always skip the exit interview if you can. It doesn’t help you or your former coworkers. It’s just an HR box-checking exercise.
Does it help your co workers?
If you got fired, no, probably not.
But if you quit then you can leave them a few clues as to why you’re leaving and how they might avoid losing more staff. That can help the people you left behind.
Well sure, because they don’t do exit interviews for people who got fired.
I know it can feel good to speak your mind, and in an ideal world it would make some impact. It should make some impact. They should listen to people who leave. But they don’t. Because it’s not the purpose of the exercise. They don’t really care about your feedback. They care about the optics only. Remember HR is there to protect the company, not advocate for workers.
By all means if you want to waste your time go ahead and do an exit interview. There’s not much risk or harm in doing one (unless you make a complete ass out of yourself). But it’s really just there to prop up the thin veneer that HR and the corporate lawyers want businesses to hide behind.
At I place I worked they had a few useful people leave in a short time span. All left amicably. They took feedback from the exit interviews on board, and now they are redoing a bunch of the procedures to try and improve the way the workplace functions.
Keeping more people from quitting is helping the company.
Some companies in my experience do do exit interviews for people who are fired. This makes more sense when you realize exit interviews are mostly to give the company a heads up if they think you might try to sue them.
But if you quit then you can leave them a few clues as to why you’re leaving and how they might avoid losing more staff.
The reason I’m quitting is because they didn’t pick up the clues that I was looking to leave, and I don’t want to help them avoid losing more staff because of it. The people I left behind should take the hint if they were smart.
Exit interviews aren’t box checking exercises, they exist to give the company a heads up if the employee seems like they’re disgruntled and might try to sue. Always skip them, it only benefits the company that laid you off, nobody else.
Exit inerviews can be valuable and beneficial if the exit is on good terms all around.
I left my last job for a better-paying position elsewhere, but I still loved my old job and coworkers. It’s still the best job I ever had.
I couldn’t pass up a 50% raise and they couldn’t match it. No hard feelings or bruised egos. It’s just how things work out.
Having an honest conversation with HR about what worked and didn’t from an employee perspective with zero stakes for either of us was productive and informative.
Do you know if it was productive and informative for them?
For example, I left a job several years ago, and not long before I left, I met with the boss and explained some of the massive issues facing my department. He sounded interested, but of course he never did anything about those problems, and my former co-workers have told me that the situation is worse than it was before. In my observation, and that of my friends, this is what happens most of the time. After all, if they didn’t listen to you before, and especially if they didn’t ask you before, then why would we expect them to care what you say now?
Fair enough, but I think it really just depends on how you look at it. From my POV it’s just a box-checking exercise in the vast majority of cases, and a waste of your time (if you’re the one quitting). But you’re right, employers are super paranoid about this kind of thing (even though they have most of the power). If it is one of those disgruntled-gonna-sue people then you are right, it’s something they need to try to get out in front of.
I was very happy to do the exit interview at one particular job. I wanted to make it clear to HR that I wasn’t leaving because of the manager or the work or my co-workers but because they paid about 2/3 of the market rate in our area.
This was important to me because my manager and co-workers were great and it had gotten around to me that HR was eyeing our manager over having had a few people quit over the last year or two, when it was very clearly all about pay and nothing to do with him.
I was in such situation recently and I dealt with it like an adult rather than petty teenager. Don’t burn your bridges.
My last time getting laid off, I had people loyal to me tell me well in advance so I was prepared.
You don’t end up the kind of person who has people loyal to them if you do wacky, zany hijinks and make everything about yourself, even when it objectively is about you. Don’t make scenes, don’t be dramatic, just have some questions ready about severance and what benefits are available to you.
This will pay off a lot when you go to apply for a new job and they want to talk to the people who you worked for.
If you read some of the answers, you’ll find some interesting practical ones that don’t involve burning bridges. But we should also keep in mind that the company itself matters. If some random schmuck from HR is interviewing you, and you decide to spice things up a little, how exactly is this going to come back to hurt you? It’s theoretically possible that they’ll move companies when you’re searching for a job in the future, but maybe it’s not that likely.
They literally don’t care. Don’t tell them “the truth”, don’t tell them “what’s wrong with the company”, nothing. Just say you’ve enjoyed working there and if things turn around you’d be open to coming back.
The best outcome for an exit interview is you leave on good terms so you can use them in the future if necessary. You never know when you’ll need a reference.
Again, any criticism or negativity you bring to the exit interview will just be used against you. You’ll be labeled as disgruntled, or whiny, or just didn’t have what it takes. And that will cut you off from using them in the future if you need to.
Agreed if you’re quitting. If you’re getting laid off then you’re not coming back anyway.
If you get laid off “ethically” (as in the company really does have budgeting issues and they really are trying to weather the storm and they really are cutting back your role which isn’t critical to continued business operations) then there might be potential options to come back in the future if the business can course correct.
If you’re getting laid off because they’re too cowardly to fire you, yeah. There’s no position to come back to.
My partner got laid off in a beeeeg round of layoffs, worked with me at the same company. I wanted to be laid off SO BADLY so I could take some time off work to spend with them—we had the means to take some time off.
A month passes, and one day my boss calls me into a room where our HR person was sitting. They’re both suuuuuper morose, my boss looks like she’s about to tell me my gramma died.
I’m BEAMING. They pull out papers and start explaining, ask if I have any questions, and I’m like
“excellent! I gotta ask about severance” (yes absolutely)
“so I can do the whole unemployment thing? (yes you can)
“DOPE! Do I have to work the day out? (…uhhhh no, you can’t)
“Stellar! Mind if I go say goodbye to some people?” (Absolutely, take your time)
As I left the room, HR person was like “I must say, Rai, this is the most unconventional one we’ve done so far…” and I thanked them and frolicked out. Gave some hugs, got my stuff, and dipped.
That was December 2019. The timing could not have worked out more perfectly.
Thank you, job that laid us off.
