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A 40-year-old friend who had worked for 10 years in a top 3 real estate enterprise was subjected to violent layoffs. This seems to be a stable position to the outside world, but at the age of 40, she is facing unpredictable layoffs.
In the early stage of communication, the company demoted her from the position of personnel manager to an ordinary project data clerk by changing the contract, and transferred the possible risk of layoffs to other company entities. Although she did not take a salary cut or downgrade, this was only a soft measure taken by the company to avoid the immediate departure of old employees.
Next, the company reminded her to consider changing jobs. Because she has signed an indefinite contract, if she leaves her job and leaves, the company will not have to pay compensation. To put further pressure, the company gave her a low performance, and no matter how well she did at work, the company would say that she was not doing well, and let her understand that the rest of the day would be sad and that it was better to leave on her own.
In an informal notice, the company tactfully conveyed the news of the layoffs and tested her reaction. After some pressure and hints, the company finally agreed to compensation, but only within the minimum limits of the law. In order to get her to leave at the lowest possible cost, the company also concocted a lame reason to try to find an excuse for the layoffs.
Through the above four steps, all employees can realize their own ends. And the most unacceptable thing is the company's compensation for layoffs. When layoffs occur, companies either contribute money or efforts, but many companies take chances, thinking that employees can endure it, and either pay nothing or the minimum amount of compensation. This has led to tensions between employees and the company. If the company is not willing to pay, then let the company's HR pay for the vegetable planting behavior.
When working in a business, don't expect gratitude because you're just putting effort into them and they pay. However, when companies are unable to provide fair and reasonable compensation in the event of layoffs, conflicts between employees and companies will become more and more intense.
This article reminds us that layoffs are not just an act, but also a respect and protection for the rights and interests of employees. Businesses should be aware that they need to pay reasonable compensation when laying off employees, otherwise it will not only have a negative impact on employees, but also affect the reputation of the business and employee loyalty. Only on the basis of fairness and justice can the relationship between enterprises and employees be more stable and harmonious.
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