Esha Nadeem’s Post

Quiet Firing vs. Formal Layoffs: Which is Better for Employees? It is a matter of concern for employee getting laid off? There is no implication to let the world know the same!! However, it is also justified for employer to be transparent to industry rather indulging in safe guarding their reputation and trying to maintain their public image. It has been a practice in the organization to let the employee go by asking them to resign. Is It Better to Resign or Be Laid Off? Understanding Your Options and Rights The practice of "quiet firing," where companies encourage employees to resign rather than formally terminating their employment, is a concerning and increasingly common trend in today's job market. It is important to understand that why company use this approach and prime reason being avoiding legal issues, reputation management, and financial consideration. But it is important for candidate to know that what impact it can cause to them such as - loss of benefits, emotional stress, and career implication due to difficulty in justifying your departure to future employer. Important Question is shall you resign if you are asked to do so? I think it make no sense for the employee to hide from future employer that they have been laid off. I would recommend that you must understand more about the reasons behind this request and ask your employer to provide this request in writing so you can consider your options thoroughly. Moreover, you must negotiate terms, seek legal advise, understand your benefit, and most important document everything. #jobalerts #jobforyou #jobhiring #job #jobapportunity #jobavailable #leaders #leadership #ceo #leadershipadvice #hiring #layoff #jobboard #jobalert #jobchangers #layoffs2023 #lookingforajob #lookingfornewopportunities #lookingfortalent #lookingforemployment #lookingahead #lookingforwork https://mybs.in/2dVwVNs

Only 40% of companies in the US offer outplacement services. That number should be considerably higher given the record number of layoffs. Hell, all employers should offer it. For those who have been laid off, did your employer offer outplacement services apart of your severance package? Was the layoff a surprise or did they provide advance notice? #layoffs #severance #outplacement #termination #workforce #jobsearch

" Dear Companies, One wrong promotion can lead to multiple resignations... Just two days ago, a poor promotion decision was made. Today, three deserving employees have submitted their resignations. " I have seen the above posted more than 100 times now and every time I read it, it made more sense. A single misguided promotion can have far-reaching consequences for a business and its goals. Let's prioritize fairness and merit in the promotion decisions to retain and motivate the top talent. #humanresources #recruitment #promotions #corporate #workplaceculture #HR #hiring #layoffs #resignation

I don’t know which HR professional claimed that workers “need to grow up” about layoffs, but it couldn’t be further from my experience. In my former life in HR, layoffs and terminations were among the most traumatic experiences for everyone involved. I still remember the tears shed in private, the anxiety that hung in the air, and the lingering grief and guilt that settled in after those decisions. Our HR team wasn’t immune to these emotions; we felt them deeply. Yet, no matter how much we tried to support affected employees with dignity and empathy, we were often seen as the “grim reapers” of the company—heartless, loyal only to the business, and unfeeling. This perception made it even harder to convey the emotional weight we carried. The truth is, for many of us in HR, the hardest parts of the job were not the policies, the compliance, or the recruitment. It was the times we had to say goodbye to people who had given so much to the company, knowing that no severance package could truly soften the blow. I wish more people understood that for many HR professionals, these decisions aren’t taken lightly or without empathy. And I hope that those of us who have been in these tough roles continue to advocate for more compassionate practices around workforce changes—because we feel it too. #HRInsights #Layoffs #WorkplaceCulture #CompassionateLeadership #MentalHealthAtWork https://lnkd.in/gwH4d6uF

It's important to recognize that while framing the situation as a "request" rather than a direct layoff may soften the language, the underlying impact on the employees remains significant. Asking employees to choose between resigning or facing termination can still create a sense of pressure and uncertainty for them. Furthermore, offering assistance with future employment and handling background verification may be seen as positive gestures, but they do not negate the difficult position in which the employees have been placed. Additionally, the fact that the HR personnel resigned at the end of this exercise raises questions about the effectiveness and ethical implications of the approach taken. It's crucial for organizations to prioritize transparent communication, empathy, and fairness in such situations, and to seek alternatives to mass resignations or terminations wherever possible. Moving forward, it's advisable to reassess the company's approach to workforce management and consider implementing strategies that prioritize employee well-being, retention, and constructive solutions to any challenges faced by the organization. This may involve investing in training and development, fostering open communication channels, and exploring alternatives to layoffs or forced resignations. #layoffs #forceresignation #termination #hiringnow #leadership #hrrecruiter

Companies often present layoffs as a painful decision to cut costs and streamline operations for the organisation’s viability, but often layoffs are not objective moves to rightsize. They can also serve as cover for firing underperforming employees, a new survey from Resume Builder found. The survey, with responses from 600 business leaders at companies that have had layoffs in the past year, found half admit that 75% of the layoffs at their company weren’t necessary for cutting costs. Layoffs can also steer clear of what might be more expensive severance costs. Those business leaders surveyed cited other reasons for disguising performance-based terminations as layoffs, including 62% who said they felt it would maintain company morale and 38% who cited the desire to avoid hurting the employee’s feelings. Resume Builder’s full survey results and methodology are available online.

In the ever-evolving landscape of workforce management, understanding the true motivations behind layoffs is crucial. A recent survey by Resume Builder reveals that 75% of layoffs in the past year were not necessary for cost-cutting, with many terminations disguised to maintain morale and avoid legal complications. #HR #Layoffs #WorkforceManagement #CareerAdvice #BusinessLeadership

I saw a post the other day that essentially pointed the finger at HR people and essentially said HR Professionals are hypocrites in their actions in the workplace. 😳 What a whopper of blame and generalization. So let me say just one thing about that: To my fellow HR Professionals, what we do is undoubtedly tough, the decisions we have to make, the advice we have to give, the laws we have to call attention to, the policies we need to ensure that are ironclad, the layoffs we have to carry out and assist with, the performance conversations we have to spearhead, the calls and emails we have to make to candidates who didn't make it, the terminations that have tears and yelling of disappointment, the less than popular points we have to bring up, and all the other moments that you tirelessly handle with integrity, compassion and respect...bravo. 👏 May you continue to do what's right, with the utmost care and respect despite having a finger pointed at you. 😉

Pakistani IT sector is currently undergoing a period of "Silent Layoff" for so called workforce optimization. What's Silent Layoff? (you might ask) A "silent layoff" refers to a situation where a company reduces its workforce without formally announcing layoffs. This can involve tactics such as not replacing employees who leave, cutting hours or pay, not giving promotion and hike, reassigning duties to other employees, or creating a work environment that encourages voluntary departures. The goal is often to downsize the workforce without the negative publicity and morale issues associated with traditional layoffs. This term has gained traction as companies navigate economic uncertainties and look for ways to manage costs discreetly.

The current job market is indeed facing tough times, with a fairly steady trend in the inflation rate and an increase in wages in 2024, leading to more layoffs for many employers. Almost everyone knows someone in their family or friend circle who has been laid off recently. However, while being laid off can put immense emotional pressure on people, it's important to avoid instantly reacting and posting about it on social media, as this could lead to more pressure in the future. I recently came across a great article by Noushin Ziafati published on BIV about the professional and legal aspects of posting content about being laid off on social media. I strongly recommend giving it a read. Here are some key tips from the article for a quick review: 1. Keep your communication professional. 2. Focus on the positive aspects of your experiences with your previous employer, such as the skills you developed and the network you built. 3. Avoid jeopardizing your severance package. 4. Move forward, concentrate on what you can control, and plan for the future. While being laid off may not have been in your control, your approach and attitude towards it can be. Navigating a layoff can be challenging, but maintaining professionalism and a positive outlook can make a significant difference in how you move forward.