Shao Chun C. on LinkedIn: #laidoffneverwrittenoff (2024)

Can we protect ourselves from layoffs? 🤔The year 2023 went from witnessing the rise of the Great Resignation to being fraught with constant layoffs.The number of posts in my feed from people expressing despair due to their termination has been overwhelming and anxiety-generating, especially considering the fact that I would be ready to join the workforce in a few months.It has also made me wonder if people are insuring themselves against layoffs and the lack of job security, and if not, then why.Given my psychology background, I kept going back to a phenomenon I had studied during my bachelor's.It is called the Optimistic Bias.Optimistic bias refers to our belief that good things are more likely to happen to us in comparison to others, and bad things are less likely to happen.I wondered how many of us might be inadvertently falling prey to this maladaptive and decided to create a carousel to talk about the same.Considering that the lack of job security has become the norm, more people should know about this bias in order to protect themselves.P.S. If you would like to learn more about navigating the optimistic bias in the current layoff storm, you can check out my article on the same! Link in the comments.#layoffs #hr #psychology #employmenttrends #work

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98% Misjudged: Why Top Performers Face Layoffs TooHave you ever wondered why top performers get laid off? It’s a common misconception that layoffs are a direct result of performance issues. But here’s the reality: Companies often make these tough decisions based on the immediate skills needed—not the existing talent’s lack of ability.📉 In recent years, millions have been laid off due to economic downturns and strategic shifts, completely beyond any individual employee’s control. Yet, the stigma persists. Why is the narrative so quick to blame the individual rather than examining the leadership or economic challenges that led to these decisions?🔍 Before you doubt a candidate's qualifications because they've been laid off, remember: a layoff is not a reflection of an individual's skills or successes. Instead of jumping to conclusions, why not schedule an interview and see their true potential firsthand?🔄 It’s time we shift the conversation. What’s your take on how we perceive layoffs? Let’s discuss below!#CareerGrowth #ResumeCreativity #JobSearch #CareerDevelopment #ResumeWriting #AIvsHumanTouch #ProfessionalGrowth #OpenToWork #Hiring #NowHiring #JobOpening #CareerOpportunities #Employment #Recruiting #HumanResources #JobAlert #WorkFromHome #RemoteWork #HiringNow #JobTips #CareerAdvice #JobHunt #JobSeekers #CareerGoals #JobVacancy #FindAJob #NewJob #JobMarket #ApplyNow #JobSearchSuccess #JobSearchTips #InterviewReady #ResumeTips #LinkedInTips #CareerChange

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Sudden Employee Layoffs Like Lightning in Broad DaylightOnce upon a time, there was an employee who was enjoying his routine work during the day with enthusiasm and happiness because he had just received a new contract to extend his career. Lunch tastes more delicious and planning for the future becomes more focused.The next day, there was no wind, no rain, suddenly someone in the company's management sent a WA message and reported very surprising information that there was a wave of layoffs that had hit the company for one reason or another.One of the many employees, apparently his name was on the layoff list. Even though logically speaking, his new contract was still neatly wrapped on his desk. Like being hit by a fast train and then being struck by lightning, who knows what this means?Many questions and wild assumptions arose about the state of the large company he worked for, the dilapidation of its management, and the procedural violations committed that did not reflect professional ethics.Why did it happen? Yes, you can, you have money and you have power. Power sometimes tapers up and blunts down. This employee could only accept the situation and give a wide bad impression after the dismissal.The employee must be forced to fill out a resignation agreement form so that the company does not provide severance pay. Dodgy? Of course. Companies will always look for ways to make expenses less than their income. Inhuman? Of course.The company will manage its finances in any way as long as it is profitable and can save the funds of the higher-ups but not save the subordinates who rely on this work as their main income.Healthy companies must remove the rotten roots that damage the surrounding environment by looking for healthy workers too. Therefore, I am looking for work opportunities, especially in the fields of digital creative, journalism, media, public relations, and do not rule out other interesting work opportunities.Please check my profile and send a message if possible, the company or colleagues are looking for job candidates that match my experience and qualifications. First of all, I want to say thank you.#SharingIsCaring#LookingForAJob#LinkedInDoYourMagic#HRD#Media#Layoffs#Bismilah#Money

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Why Layoffs Should Include Advance Notice? While mass layoffs typically require a notice period of at least 60 days, I want to address situations where employers are not obligated to provide advance notice. Recently, I experienced my second layoff in succession due to the financial difficulties of companies within the same industry. This raises concerns: could my abilities be questioned? It's a thought that crossed my mind, even though my colleagues consistently praised my contributions. I believed I had not disappointed anyone with my performance. However, these layoffs have instilled a sense of fear in me when applying for new positions.To me, layoffs without advance notice should not be a standard practice, as they have significant negative impacts on those affected. I observed my boss commuting almost 50 miles each way to work, investing in an electric car for the long journey. One morning, filled with energy and excitement to start a new week with many things planned in his mind, he unexpectedly told us, “Have a good night” — a farewell indicating he had been laid off after just a few months. Did the employer recognize the investment he made in his role?I also witnessed another manager move from out of state to California for a job she loved. She had not yet purchased a home and accepted a long commute, excelling in her position before being laid off shortly after. Did the employer consider her sacrifices?Consider the impact on an individual who accepts a high-salary offer, relocating their family, purchasing a new car, and changing schools for their children, only to be laid off shortly after starting. Did the employer think about the significant changes this person made in their life for the job?Imagine someone with a mortgage of $5,000 per month facing a layoff and receiving only $450 per week in unemployment benefits. How could they manage financially? Did employers consider these realities when issuing sudden layoff notices?While employers may have their reasons for not providing advance notice, the negative impact often falls heavily on employees both financially and emotionally. Although those laid off people may eventually adjust and find better opportunities, this culture of layoffs should not become the norm. Employers, even if not legally required to inform impacted employees, please approach these situations with thoughtful practices. (Photo from mondo.com)

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Experiencing a layoff is never an easy journey, and when it happens during the holiday season, the impact can be even more challenging. My husband and I are facing a similar situation right now. A couple of months after relocating our family 3,000 miles and across the country for his job almost 3 years ago (and within a couple of months of starting his new role), he received notice that the facility in NC would be closed and moved to GA at the end of December 2023. Despite this advance notice, our decision to NOT relocate again due to its toll on our children and my career has added an extra-large layer of complexity.Job losses are often unforeseen, and it's crucial to consider both your mental and financial well-being in the event of such a challenge. Unfortunately, not all companies take into account the emotional impact not only on the employees but also on their families, particularly when closures or layoffs coincide with the holiday season and year-end.In light of these experiences, I believe it's essential for individuals to be proactive in safeguarding their mental and financial health. Planning for the unexpected can make a significant difference. This article shares some valuable tips that might help navigate these uncertain times: https://bit.ly/3uzO5AR #layoffs #officeclosure #mentalhealthawareness

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Think layoffs target only the underperformers? Think again. As someone who's witnessed the inner workings of layoff decisions, I can assure you, that performance is often not the primary factor. Here's why:1. If a company is not meeting financial targets, it may resort to layoffs to cut costs and improve profitability.2. New laws or regulations can impact certain industries, leading to a need to reduce staff.3. Economic recessions or downturns in specific sectors can force companies to downsize.4. Working on a project that's been shelved? Unfortunately, this can lead to layoffs.5. A company may change its focus or products, leading to the elimination of roles that no longer align with the new direction.6. Outsourcing functions to cheaper markets.So dear Hiring Managers, please keep in mind that performance is just one of many factors that can lead to layoffs. When interviewing candidates who have been laid off, it's important to approach them with fairness and respect. Do not view laid-off candidates as opportunities for lowball salary offers. The fact that a candidate has been laid off is not necessarily a reflection of their skills, work ethic, or professional value. They may bring unique resilience, adaptability, and a fresh perspective to your organization. #LayoffMisconceptions #TalentAcquisition #Hiring #HR #Layoff #performance

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Job switching used to be seen as a big negative.Now, we understand that careers aren't just at one company and that experiencing different industries and environments can help people grow.Being laid off currently has some negativity associated with it.Perhaps though, in the coming years the understanding of layoffs will also evolve. As these continue to unfortunately become more common, we hopefully will begin to see them for what they are: a company who hired too quickly whose business plans changed. A company problem, not an individual employee problem. In the same way that we now don't look at someone who moved jobs and go 'I wonder if they couldn't handle the work' perhaps in the near future, we will also move away from thinking about this when it comes to layoffs.The way the world of work operates continues to evolve and the truth is, we need to be malleable enough to evolve our thinking too!Otherwise... we would still all be clocking into the factories from 9-5. And by we, I mean the men only, since women weren't allowed to work.#hr #trends #careers

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We seem to get dire news about layoffs in the headlines daily, and more instances of viral social media layoff experiences are popping up on the main news outlets. Yet, the reality is that more than twice as many people left their jobs voluntarily in December 2023 than were laid off. According to the latest BLS JOLTS report, the layoffs and discharge activity in the market is much smaller than it would appear in the news. In today's labor market, companies may not realize that the 23 million layoffs due to COVID-19 business closures and restrictions reshaped the perception of being laid off. Previously seen as a black mark on a resume, being laid off for reasons unrelated to performance is now a shared common experience by many who can relate to the hardship and stress of the event. Organizations considering measures to reduce their workforce in 2024 should remember that affected employees are more likely to share these events when dealing with this unexpected career interruption. Stories about layoffs that are poorly performed or perceived as insensitive are more likely to gain traction in the media and go viral on social channels. Successful businesses are complex, and so are human relations. It pays to take the time to carefully consider and communicate when an organization must change in a way that affects a significant part of its workforce. #layoffs #labormarket #talentacquisition #workforcemanagement #employeeturnover#FRED

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Layoffs and rejections do not define you. It seems like every third person I talk to these days has been impacted by a layoff in some way. It's a situation that impacts employees and companies in profound ways.Those who were laid off usually go through a mix of shock, sadness, and feeling undervalued before they can start looking for jobs againOn the other hand, employees who have managed to avoid layoffs may experience emotions such as gratitude, survivor's guilt, and anxiety about the future. It's essential for them to start planning and preparing for potential changes in their employment status.As for employers, layoffs can raise questions about business practices, resource management, and the impact on remaining employees. It's vital for employers to handle these situations with empathy, transparency, and fairness to maintain a positive work environment.Dealing with layoffs requires a balance of understanding, empathy, and proactive planning from both employees and employers.It's important to focus on well-being, resilience, and maintaining positive relationships during challenging times.What are your thoughts on this?#hiring #quickhire #linkedin #employees #recruiters #growth

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