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Been through a few reorganizations, none were good. The people in charge at the time were no good communicators.
The dreaded reorg | Lara Hogan
Posted from larahogan.me
Leadership
Organization
Effectiveness
Posted 2 y ago
Responses: 1
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Have seen far too many HR communications disasters. At the end of the day everyone owns their place on the chess board and needs to know when to hold them, fold them or move to another playground. Maintaining an over the horizon awareness of the dynamics in play isn’t that difficult. Despite their best (sic) efforts management typically (and unwittingly) telegraphs well in advance the over/under as to who’s in or out (regardless of being deserved or not). If someone didn’t see it coming or wasn’t prepared for the unexpected, look no further than the mirror to assign blame.
https://www.youtube.com/watch?v=3EH7QMVnSRI
https://www.youtube.com/watch?v=3EH7QMVnSRI
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On the “+” side, was fortunate to work with an HR team during a FAB closure. Employees were notified well over a year advance (and before regulatory notifications kicked in). Resumes were prepared for anyone that decided to leave early and references were provided. Plenty of options were made available to relocate to sister facilities. Those that stayed until the end were treated like royalty. Record product yield was maintained until the last day of production and everyone to include hourly employees continued to receive their bonuses. First class HR communications and assistance was provided to all employees from start-to-finish.
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