[sic].
Link to the previous article: Anti-layoff discourse - Watching layoffs and feeling (above) Anti-layoff words - Watching layoffs (middle).
3. Negotiation strategies in communication.
Q: I have a grasp of xxx situation, trade secrets, core technology, I want to report to *** to blackmail the company to pay more compensation.
A: The company attaches great importance to compliance issues, and there is also a special compliance department, if you find non-compliance, there is solid evidence, you can give feedback to the compliance department. However, none of these issues will affect the adjustment of labor relations.
The company has clear regulations on intellectual property rights and patents, please do not do illegal things, otherwise you and your family will be harmed.
Evaluation] When many employees negotiate with the company, employees generally take out some of the company's "shortcomings" that they have mastered, so as to give themselves an advantage in the negotiation process, but they do not know that such a "blind operation" will indeed bring unnecessary trouble to employees. In particular, if it is not done properly, it will be more than worth the loss to be held accountable for "extortion" or infringement of intellectual property rights.
Of course, if the company's "shortcoming" is that the operation is not compliant, and the employee does have evidence, it is his right and obligation as a law-abiding citizen to report it to the relevant competent authority. However, it is important to separate non-compliance from severance compensation.
Counter-arguments] I did find some irregularities during my tenure with the company, and I will consider using appropriate methods to report them after I leave the company.
But this has nothing to do with the fact that I negotiated with the company to resign, and I put it forward now because I hope that the company's management will get better and better in the future.
Original] Q: Why is it only given such a short time to consider?
A: The company has done its best to provide the best plan, and hopes to deal with labor relations issues with colleagues as soon as possible, so I hope you can make the most favorable decision within the specified time. This is the result of the company's comprehensive consideration and final decision.
Evaluation] In an attempt to coerce employees into the so-called "colleagues" group, the resignation negotiation should have been "1v1". Although there is a reality of "batch operation" on the company's side, for each laid off employee, everyone's seniority, position, salary, and performance are different.
It is true that the company, or the management, or even the entire HR department, will face the pressure of project operation time, but this pressure is directly transmitted to the employees, and it may be possible to solve some personnel negotiations "in a short time". But isn't it a better way to make a reasonable and legal personalized layoff plan to make people blameless?
I can understand the many pressures that the company is facing, but please also understand our unwillingness as a part of the continuous dedication to the company and the difficulties we will face in the future.
I believe that the company spent a lot of time on research and planning, and I also need time, I need to consider, and I also need to invite professionals to help me grasp it.
I don't think I'm asking too much, it's a fairness.
Summary] These three texts were originally formed out of a kind of anger at perfunctory, condescending, and disregarding the livelihood of others.
In today's market-oriented world, no one can guarantee that everyone can rest easy and keep yesterday's bread. It's true for employees, it's true for companies, so there will be layoffs, there will be closures.
Regardless of the reason for layoffs, no one wants to see such an outcome happen. For every individual or organization in a difficult situation, what everyone expects at this moment is to deal with it fairly and reasonably, and no one wants to be coerced, coerced, bullied, or designed.
The above various speech designs are nothing more than to show the mentality of the managers of the department company: don't have an accident, can't have an accident. Although the starting point is not a big problem, the solution is often biased. It's completely putting the cart before the horse.
In fact, company managers should focus on the design of layoff plans, which requires multi-dimensional consideration.
If the company has various concerns and worries about the layoff plan and implementation, in fact, it can consider completely entrusting the layoff project to a professional organization to operate, which not only avoids the operational omission caused by insufficient professionalism, but also does not directly face the conflict scenario, and leaves enough strategic depth for communication and mediation in the problem handling.