By now, you have likely seen the viral video of a tech employee being laid off. Depending on your vantage point, and perhaps your generation, this video is either a satisfying display of self-advocacy or a misguided, cringe-worthy overshare.
4 Things Employees Should Know About Layoffs
- Advocate for yourself but don’t argue. The decision to lay you off is likely irreversible.
- Thinking of recording the video? Check laws in your state regarding video recording consent first.
- Proceed with caution if you ore you post the video on social media. The post could backfire during your job search.
- Use the layoff as an opportunity to reassess and reset your career.
While much of the scrutiny has been on the company and the way these layoffs were conducted, and rightfully so, there are also some important lessons for employees who have recently or may encounter a layoff in their career.
Advocate But Don’t Argue
Part of what makes this layoff video so compelling is the former employee’s ardent defense of herself when given vague reasons for her dismissal.
For many watching, this was an inspiring, stick-it-to-the-man, made-for-TikTok moment. The former employee repeatedly asked for details of the performance metrics she was alleged to have not met. She also questioned the timing and validity of her layoff, having only been employed at the company for a brief period and receiving what she describes as nothing but positive feedback from her manager.
These were valid questions, given the disconnect between the information the employee was provided and her accounts of her employment experience. Typically, the rationale for layoffs is clearly stated. Increasingly companies, as seen in the recent round of tech layoffs, have even begun to signal in advance, both internally and in public statements, their need to reduce costs, increase efficiency and/or shift resources. From what we can see in this video, little information is given and the rationale provided — not meeting performance expectations — seems incongruent with what was previously communicated to the employee.
By the time you are meeting with a representative to inform you of your termination, the decision is final and is not likely to be overturned during that meeting.
During a termination meeting, it is appropriate to ask questions about the reason for dismissal if it is not clear. However, when your inquiry turns into arguing your point back and forth, it becomes counterproductive. By the time you are meeting with a representative to inform you of your termination, the decision is final and is not likely to be overturned during that meeting.
One of the reasons for this is that oftentimes the person or people delivering the message are not the decision makers, as was the case in this layoff scenario. Even when it is the direct manager notifying an employee, that termination decision involves several others, including senior leadership.
Instead of arguing to reverse the decision, get clarity on the reason you are being terminated and take that time to understand next steps, especially any deadlines related to receiving severance or other termination benefits being provided.
Research Before You Record
If you have advance knowledge or even a suspicion that you are going to be terminated, it may seem reasonable to want to record the meeting to have proof of what was said or how the message was communicated. That recording could be illegal, depending on the state you reside in.
Eleven states, including California, Florida, Pennsylvania and Washington, require the consent of everybody involved in a conversation or phone call before the conversation can be recorded. Before hitting record, check the laws in your state and be sure to get consent in writing from all parties in advance, if needed. Even if it is not required, it is a good idea to let the other parties know you plan to record the meeting for your records.
Eleven states require the consent of everybody involved in a conversation or phone call before the conversation can be recorded.
When recording is not permissible, taking detailed notes of the conversation is a useful alternative and can be used as evidence to support your version of events or a claim of wrongdoing.
Proceed With Caution Before You Post
To post or not to post has become a modern-day conundrum. With the rise of social media, little goes undocumented. The explosion of TikTok and similar sites during the pandemic has created this voyeuristic trend where we eagerly watch the inner workings of someone’s life, or the version they choose to portray. What was once kept private or internal to a company, like salaries, working conditions or disputes with a boss, are now algorithm fodder for the world to see.
Although your intentions for sharing your poor experience may be righteous, it is not without potential risk to your career. So post wisely.
The layoff video in question has now been viewed more than 10 million times. While this former employee has been praised by many for shedding light on her experience, the decision to expose your employment discourse could backfire.
Recruiters or hiring managers often look up the online profiles of candidates in the pipeline. And if a quick search reveals you making disparaging remarks about your former boss or employer this could raise red flags that could hurt your future employment opportunities. For some, this is a risk they are willing to take to speak their truth. And in some instances, exposing harmful or illegal employment practices helps the greater good.
These videos can bring to light bad actors who should be held accountable. But keep in mind that although your intentions for sharing your poor experience may be righteous, it is not without potential risk to your career. So post wisely.
Use the Opportunity to Reset
In my first corporate job after college, the company I worked for went out of business, resulting in mass layoffs. I remember how terrified I was to lose my job, believing then that my life would be ruined. Fast forward 15 years and what seemed like an anomaly then is now a regular occurrence in the era of Big Tech’s perpetual layoffs.
After reflecting on that early career setback, I realized that if that company had not gone out of business, I might have stayed there my entire career and missed the incredible growth opportunities I have had since. The loss of that role forced me to go on a career odyssey, gain new skills and ultimately discover what I disliked in my career and what makes me thrive. At the risk of sounding cliché, I passionately believe and have seen countless examples around me that when one door closes, another one, and usually a better one, opens.
That does not mean that you don’t cry, scream or binge-watch your way into a state of calm following a layoff. It is important that you process your emotions and take stock of the experience so you can plan how to move forward, including whether to pursue any action against your former employer. But do not mistake a temporary setback for what will be a long and fruitful career.
The underlying motivation in most of these types of videos is to highlight wrongdoing on the part of the employer. Although the court of public opinion is one way to achieve that, it is not without potential personal and professional risk. Another option is to reach out to the labor office in your state to file a complaint or to speak with an attorney to explore legal remedies.
Whichever option you choose, taking a step back to process the situation and weigh your options can only serve you in the long run.
