The global economy is improving, but it’s not fully recovered yet (by any means).
Organizations find themselves moving quickly to reduce expenses if budgeted nets are not met. They don’t wait for six months, like they used to, to see if profits turn around.
An acquaintance – let’s call him Joe – was a top performer in his organization. He did sales and training for his company’s products and services.
Joe, in his early 50’s, had been with the company for over 10 years and in the industry for nearly 25 years.
He traveled extensively, mostly in the US but periodically globally to support clients. Joe exceeded his sales goals every year and enjoyed regular bonuses because of his high performance.
Two months ago, Joe was shocked to get “the call.”
His boss rang Joe up and got right to the point: “I’m sorry but we have to let you go.”
When Joe asked for an explanation, he was told that corporate was not happy with the organization’s performance. It wasn’t Joe – the company was consolidating roles. Joe was one of over two dozen long-time sales leaders and staff who were being laid off.
Joe got a nice severance package but that didn’t make up for being “tossed aside like an old shoe,” Joe told me.
“The company is cutting off it’s nose to spite it’s face!” he stated. “They’re letting go of top players – exactly the players they need to succeed!”
Joe decided to take a few months off before looking for his next job.
Three weeks later, an administrative assistant from Joe’s old company called him. “We need you back, Joe,” she explained. “Can you start in your old job with us next week?”
Joe was being given the opportunity to regain his job, with the same compensation and commissions package he had before he was laid off. Joe would return to the same long-time customers in the same territories.
Yet, Joe felt torn. The company he’d worked so hard for had laid him off only weeks before. “What’s to keep the company from doing that again?” Joe told me.
What would YOU do?
Should Joe take his old job back? Is his company to be trusted, now? Note your thoughts about this post/podcast in the comments section below.
I’ll describe what Joe decided to do in a comments post on Tuesday, September 10, 2013. Be sure to check back for the rest of Joe’s story!
How does your boss fare in my new fast & free Great Boss Assessment? Contribute your experiences – it takes only minutes. Results and analysis will appear on my blog’s research page once we reach 100 global responses.
Photo © istockphoto.com/yamanstock. All rights reserved.
Subscribe to Chris’ mobile updates, texted right to your smartphone! Text VALUES to 72000 or head here.
Chris’ new “Culture Leadership Charge” series and the rest of his video clips can be found on YouTube. Subscribe to Chris’ YouTube channel.
Chris’ new “Culture Leadership Charge” series and the rest of his video clips are also available on Vimeo. Subscribe to Chris’ Vimeo channel.
Subscribe to Chris’ posts via RSS.
The music heard on Chris’ podcasts is from one of his songs, “Heartfelt,” copyright © 2005-2016 Chris Edmonds Music (ASCAP). He played all instruments, recorded all tracks, and mastered the final product for your listening pleasure.
Disclosure of Material Connection: Some of the links in the post above are “affiliate links.” This means if you click on the link and purchase the item, Chris will receive an affiliate commission. Regardless, Chris only recommend products or services he uses personally and believes will add value to his readers. Chris is disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: “Guides Concerning the Use of Endorsements and Testimonials in Advertising.”