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Reasons for getting laid off at work

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As the job is, so be it. Sometimes a job can be lost due to own fault or lack of skills. And sometimes when the condition of the company is bad or the global or national economic situation is downward, the list of layoffs is definitely made. At that time, even if the work skills were good, the names of many people were on the layoff list.

This year has started with the news of such layoffs. A few days ago, Google announced the layoff of hundreds of employees. Microsoft has also announced this recently. It is said that in 2024, 10,000 jobs can be lost in the technology sector alone. The emergence of new technologies is playing a major role in this. Apart from this, there are rumors that multinational companies in other sectors will also list layoffs. The main reason for all this is the turbulent economic situation worldwide. The amount of war and conflict has increased in the world today. There is also the conflict of political philosophies between different states. All in all, they are having a bad effect on the economy. Although the global economy is on the path to recovery at the beginning of this year, the inflation and unemployment rates are still not making much headway.

As a result, there is a risk that the number of layoffs will increase this year. There are many reasons for layoffs in the workplace or simply leaving a job. The severity of these factors can be reduced again if desired. That is why some steps have to be taken. Let’s take a closer look at the reasons for getting laid off or getting laid off at work. At the same time, I will know the ways of reducing these risks, so that it is possible to be careful in advance.

Causes and remedies

1. What do you do in reverse?
When an organization decides to lay off an employee, there are several factors to consider. One of these is whether an employee is causing damage to the organization. People are both good and bad. There are some employees who become known for breaking the rules or discipline of the organization. Some have the bad habit of spoiling the working environment of the organization or disrupting the work cycle. Office authorities are happy when such workers leave. Because, who doesn’t know – ‘zero cows are better than evil cows’!

The main problem of such workers is that they always turn their noses at other people’s work without doing their own work. One of the characteristics that you can recognize them from is – bad or offensive behavior with colleagues, always complaining mentality, tendency to skip work on any pretext, often coming to office after the scheduled time, wasting time of colleagues by gossiping at work, in front of someone Talking behind his back or making negative comments without speaking up, not attending important meetings, etc. Such employees love to give examples of failure whenever a new project or task comes up. They are reluctant to accept change.

So when making the retrenchment list, the management authority of the office wants to retrench these types of employees. Because, organizations always want to make the best team. Want to see that team united. Instead of these, the authorities think it is right to cut off the workers who cause problems.

So what is the remedy for this cause? Quite straight forward. Just try to be a good person. Also, you should be careful so that the above-mentioned characteristics do not appear in your character. Only then will you see, at least you will not lose your job by getting such a bad employee tag.

2. What are you doing to improve your skills?
Any organization wants to hire skilled workers. Now let’s say a person joins an organization with only the skills to make shirt buttons. Over time, if that person sticks to that skill, without trying to learn the additional skill of making shirt collars, that worker’s usefulness will be limited. So if you want to become a valuable employee of the organization, there is no option to increase the skill limit.

In this case, employers also organize various types of training to improve the skills of the employees. However, it is usually possible to improve soft skills such as managerial, leadership skills or emotional intelligence. But in order to increase the hard skills, the concerned workers have to be more proactive. For this one may have to take different courses starting from taking new degrees.

In this case, the global technology sector can be mentioned as an example. After the global success of generative AI and large language models (eg: ChatGPT), the demand for skilled people has increased. As a result, many of those who were skilled in the earlier technology have now started losing their jobs. Those who embrace change easily and learn to master it quickly are the ones who survive in the job market.

This same situation applies to all industries. And the only way to avoid this is to keep your skills updated.

3. Do you work or just watch?
If the organization ever decides to lay off employees due to financial crisis, it looks first at this class of high-ranking employees. It is easier to actually lay off superiors who monitor or supervise subordinates than lay off workers who are directly involved in the work. Because there is no change in the amount of production of the organization. Again, the cost is also reduced. As a result, such workers are slightly more at risk.

However, the reverse is the case for senior managers who are involved in productive work in addition to overseeing the work of their subordinates. Instead of risking layoffs, they become an invaluable asset to the organization. Even finding their substitutes is often very difficult. Because, on the one hand, such people teach work to the general staff, maintain the strategic leadership, and also get involved directly in the core work of the team. Hence such a manager can never be called ‘lazy’. They can easily accept change and have the ability to overcome any difficult situation. By having a complete understanding of their team, they are more likely to be successful in identifying and solving emerging problems. Under them the whole team is united in a great way.

Hopefully, the above discussion has cleared the cause and solution for this problem.

4. Are you a very quiet worker?
An organization has both active and silent workers. There are some, work in silence. However, it is better to have effective communication with superiors in work. Because whether a work is being done properly or not, it is necessary to know from the superior. It also makes it easier to fix your own mistakes. But if you just keep doing things on your own and not being aware of their value, at some point you’re going to run the risk of being laid off. Moreover, through such effective communication, the authorities can also be aware of your work quality, efficiency and responsibility. As a result, authorities no longer have to be in the dark about what you actually do in the office while preparing the layoff list. It also reduces the risk of job loss.

5. Do you know about the risks of offshoring and automation?
Sometimes an organization changes their entire way of working. And the most responsible for this is offshoring and automation. In this era of technological advancement, robots will eat the jobs of people – this is quite common worldwide. Many times a company also moves its production line from one country to another country to reduce costs. Then the risk of retrenchment inevitably arises.

In case of such retrenchment, in fact, many times even skilled workers have nothing to do. But if you have up-to-date information about industry trends, you will get a glimpse of it in advance. This will give some time to look for alternatives. Apart from this, you can decide to diversify your skills in advance. As a result, it will be easier to prepare yourself according to the demands of the labor market before layoffs. It turns out, as a result, you may not have fallen under the sword of layoffs, but on the contrary, you got a better opportunity!

6. Lack of skills is the biggest lack!
At the end of the day, this is what really matters. If the skills are not at the right level, no organization will be interested in retaining you even if you have a thousand qualities. So there really is no substitute for hard work, not at all.

At the end of the year all organizations conduct more or less employee evaluations. Salary sometimes increases, sometimes not. But the assessment is one. Therefore, it is important to be able to put on the title of a good worker in that evaluation. Because if the evaluation shows that an employee is not even getting average marks, then why would an organization try to keep that employee? If you build an organization yourself, will you pay the workers who can’t work month after month?

In this case, you should keep regular institutional communication from the superior officer to know whether your work is going well. Someone can say that, ‘You are not working!’ In that case, try to get details from him. Accordingly, the error should be corrected. And it doesn’t just happen during the year-end evaluation. Rather, it should be continued more or less throughout the year.

So it is advisable to be honest in the workplace. All organizations expect some minimum quantity and quality of work from all employees. Managers also informed that. If not stated clearly, it can be ascertained by direct questioning. Actions should be taken accordingly. Remember, there is no harm in doing a little more work. Rather, it benefits the worker.

Now let’s come to the conclusion. Above are many reasons for job loss or layoff list and their remedies are discussed. But the indisputable truth of today’s world is stated at the outset. That is, as the job is, so be it. So there is nothing to be disappointed when you get a job. It’s not the end of the world if you get a job. And a person does not always have complete control over this situation. Sometimes you just have to be a victim of circumstances and bad timing. So, there is absolutely no substitute for patience, persistence and perseverance.

References: Forbes, Wall Street Journal, Axios.com, Indeed.com, WiForum.org, Corporate Finance Institute.com and Harvard Business Review



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