For companies with hybrid work schedules (in office X days out of the week); what has been your practice and process to conduct employee layoffs? Was there a preference to conduct on days in office, or via video conference?
Sort By:
Oldest
Director of HR17 days ago
At the end of the day face to face is obviously best, but if for whatever reason the timelines of some employees don't work out then VC is necessary vs the potential for them to find out through other less controlled means. VC bothers me - the opportunity to record, have someone else in the room etc is utterly unknown; people feel safer to get angry with the screen between; the opportunity to be empathetic is significantly reduced; the opportunity to follow up shortly after the meeting, for someone to check-in, is not there. There's lots of reasons why it's not idea.
HR Manager in Manufacturing17 days ago
Preference is to conduct them in person in office. But, in many countries, it is possible to conduct the termination process related meetings by video call.
This may be a question where what other companies do doesn’t adequately account for the individual situations of the people affected. (Locales, impacts, costs to them). I think the best way forward is to ask, “What, within the law, would you do if it was mother, brother, or child being layed-off?