2015-07-14

今天看到了 Jason Freedman 的一篇关于 42Floors 由于战略失败而不得不关闭一个部门的文章。Jason Freedman 让我看到了作为一个 Co-Founder 的果断和透明。关闭自己亲手培育起来的一项业务是一个艰难的决定,但是当面对这样一个不得不面对的事实,果断和透明变得非常重要。犹豫不决,隐瞒,欺骗反而会带来更多的负面效应。其实业绩不好,业务转型,关闭部门,停止业务对于一个公司来说再正常不过了,作为打工者来说,虽然难过,但是会接受。然而处理的方法往往能够体现一个领导者的能力,让我们看看 Jason Freedman 是怎么做的吧。

For the past few months, I’ve been trying to decide whether I should write about what happened with 42Floors. I’ve been open about everything thus far. Can’t stop now, even though this is hard.

I’ve been hesitant to write this post because I worried people wouldn’t want to hear from a company that just went through layoffs. But, I hope someone will get value from hearing what we went through. I had never been through layoffs so I didn’t know what to expect.

I want to focus on the obligations that quickly emerged once we decided to shut down this part of our business.

Jason Freedman 做的第一件事情就是透明化,open about everything,因为其深知员工应该具有最基本的知情权。所有的过程对于每一位员工来说都是透明的,不对员工有所隐瞒。既然做出了决定,就要让所有人知晓。只有透明化,才能让所有员工理解其中的原因。这样反而避免了一些不必要的问答环节,更加避免了员工对公司的各种猜疑。并且 Jason Freedman 还用了 “obligations” 这个单词来说明他要如何做。这个单词用的很巧妙,很用心,有些悲情,但体现出了 Jason Freedman 重感情的一面。

Obligation #1: Take care of the former employees

Obligation #2: Take Care of the Remaining Employees

Obligation #3: Take Care of My Family and Myself

就单单看完这三个标题,不看内容,是不是觉得整件事情都是经过深思熟虑的,有计划的。不会让人感觉到这是一个突然的决定,因此在员工接受层面上是有大大加分的。

Obligation #1: Take care of the former employees

We had the paperwork and severance packages ready to go. We extended everyone’s health care for 3 months so they wouldn’t have to pay for COBRA right away. We stuck around for one-on-ones to either be a sounding board if people were mad or to start brainstorming next steps and offer introductions.

It was awkward and shitty for everyone involved. The only thing I know with certainty is that keeping everyone employed under a failed business strategy would have been worse.

公司做到这个程度对我来说我是接受的,而且我会觉得公司确实很重视每个员工。

Obligation #2: Take Care of the Remaining Employees

I couldn’t get everyone on board. I also couldn’t keep everyone I wanted to because that’s the reality of bringing our burn rate down.

But I had a core group that was on board. When the last post-layoff one-on-one finished and it was just the remaining employees in the room, we kind of just sat there stunned. It felt weird just to go back to work. I thought about closing the office for the rest of the day, but no one really wanted to go home.

透明的重要性在这里体现的淋漓尽致,明确的告知没有受影响的员工将会发生什么,公司未来的规划是什么,其余的留给员工自己去选择。结果也证明了透明的效果要远远好于隐瞒和欺骗。而且所有这些都是在决定作出后,第一时间通知,第一时间处理,没有任何的拖拉。对于留下来的员工来说,让他们看到了公司的果断,对未来的信心,同时也坚定了他们留下工作的决心。

Obligation #3: Take Care of My Family and Myself

They put me on their shoulders that day. They turned my fear into grit. And with that grit, I was able to get through the layoffs, the Techcrunch story, the criticisms, and the self-doubt. And then finally to a new plan of the company.

不得不说,家庭牌打的相当漂亮!我终于理解了为什么历届美国总统选举都会有家庭成员出来助选,看来温馨,温情确实能够打动人心。这可能是美国人,美国公司惯用的手法,至少可以说是多数美国人,多数美国公司管用的手法。虽然都知道这是个温情牌,但是对于每个人来说都很受用。

如果我是 42Floors 的一名员工,我会因为能够在 42Floors 工作而感到欣慰,会因为能够和 Jason Freedman 工作感到荣幸。

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