Rapid Packaging Inc.’s Post

Can we all agree that transition arrives in different forms? Transitions can be positive like promotions, acquiring a new home, or the expansion of families. And transition can also show up as seemingly negative challenges such as layoffs or the unwelcome need to relocate for work. Did you know that all transition involves the same two essential elements? #TransitionMindset #TransitioningWithMichele #TransitionWell

This is one of the toughest moments for employees. (They’re afraid when thinking about it). When the company’s restructuring takes place, Employees should be ready for: -Layoffs. -Deep cuts. -Negative emotions. But if they’re not well prepared,  life will slap them in their face. You should already know that You’re not going to be the “Fav employee” of the company forever. You’re not going to perform the same tasks every day. You shouldn’t build a career and your life depends on it. What you need to do instead: -Change your mindset from losing a job → getting a better one. -Have the skills to be ready for transition. -Be flexible to juggle among options. Understand that commitment to a major change is always expensive,  and that you either pay for achieving it or pay for not having it. The choice is yours. Follow Mostafa Zaghloul. Ring the bell to be notified.

Quits are waaay down from their Great Resignation peak. And fear of layoffs may be a major reason now, but I hope that at least *some* of the drop can be attributed to higher job satisfaction. The Great Resignation/Reshuffle in the Covid aftermath saw soaring quit rates. Sky-high job openings allowed more people to move into new jobs with better pay, better benefits, and better alignment with their goals and values. So are some of the falling quits we’re seeing now also a reflection of greater job satisfaction in those new roles? Thoughts? Did you switch jobs in 2021-22 into a role you now love? Or are you seeing people afraid to quit for fear of not finding a new job that will pay the bills?

As a marketer, I’ve been tasked time and time again to humanize the customer experience. In my opinion, a humanized customer experience starts with humanizing an employee experience. Employees are your biggest assets. They can also be your biggest advocates. Layoffs are occurring across all industries rapidly, and the job market is tough. We all know this. What I don’t think we all know is: taking one minute to say thank you and good luck to your employees makes a difference. It doesn’t have to be in person. It can be a simple email. Lead with empathy. Or don’t lead at all. #layoffs #employeeexperience #marketing #companyculture #empathy #leadership

Quote of the Day "You cannot run away from weakness; you must some time fight it out or perish; and if that be so, why not now, and where you stand?" ~Robert Louis Stevenson Cutting costs through layoffs may seem like a quick fix, but the long-term implications can harm your business. In the U.S., major companies like Amazon, Alphabet, and Meta cut over 93,000 jobs in 2022, with layoffs continuing into 2024. While these measures provide short-term relief, they often erode company culture and impact long-term growth. Companies like The Container Store take a different approach, focusing on employee retention through competitive pay and robust training programs. Their strategy has resulted in sustained business growth, with a 20-25% annual sales increase for several years. Other companies, like Costco and Starbucks, have also adopted similar models, investing in their teams through higher wages and development programs, leading to stronger customer loyalty and reduced turnover. These companies prove that investing in employees leads to long-term profitability and business success. Thoughts? Sources: [Bureau of Labor Statistics], [Crunchbase] https://lnkd.in/gDfhVv7p https://lnkd.in/gbbzTBYP

Red Adair (the famous oil well/rig firefighter) once said “If you think it's expensive to hire a professional to do the job, wait until you hire an amateur.” Is your company facing a burning platform? Do you have the right professionals to address the issues? Unfortunately, many Sr. leaders start by cutting headcount as a way to meet annual targets; however, this is only a temporary solution and typically compounds the issue… Morale drops, and productivity goes down as the teammates ‘left behind’ pick up the work that was done by the players that were let go…many of the ‘survivors’ look for new opportunities and jump off the burning platform when they can…as the threat of more layoff casualties looms The fire only intensifies A better approach might be to look for ways to innovate and transform the business to face the challenges and be profitable for years to come Some questions to ask are: How do we best utilize the talent we worked so hard to recruit and retain? Can we reorganize teams to work more efficiently? Can we up-skill teammates to fill gaps as we evolve? Could technology be used as a strategic advantage? …With the advances in AI and tools like GPT I am a firm believer that there are many opportunities here. And the list goes on and on A question for you is…Are massive layoffs are a fundamental failure in leadership, or are they simply part of business? What do you think?

Layoffs are always happening, just last week I heard from two more friends that were part of the rising toll. We live in a capitalist society, and the bottom line is important. I get it. AND There is a way to approach these organizational inevitabilities with humanity, grace and compassion. 💙 Don't bring in someone to let go of an employee that has never had a relationship with them. This creates a level of distrust that would transfer to the next opportunity and leave a mark on the person on the receiving end for years to come 💚 Show integrity when stating WHY you are letting the person go. If performance isn't a factor, don't use it as one so you can get out of unemployment benefits and/or a severence package. People talk, and how you treat people on their way out the door will come into play when you are hiring again 💛 Follow through quickly with offboarding. Don't make this process longer and more painful for people than it already is. If someone has had their heartbroken and life altered negatively due this change in employment, make sure they can get moving toward next steps in health and financial benefits as quickly as possible. #companyculture #humanityfirst #humanresourcesmanagement #yesand #psychologicalsafety

Workhuman report explores the impact of large-scale #layoffs on the #employees who remain. It looks at the #emotional toll they experience, such as fear, grief, #anxiety, and survivor guilt. These emotions can lead to disengagement, increased healthcare costs, and reduced #productivity, ultimately affecting the organization's #financialperformance. https://lnkd.in/gJYuBHe3

Tech layoffs are poised to throw a large pool of salaried employees into a chaotic frenzy. We might potentially see the emergence of “FUC”ed up folks: those who will learn the innate skills to thrive. 1/ Frugality: Quintessential for building a financial cushion of at least 6-7 months' income. Whether you're part of an organization or flying solo, having financial redundancies helps navigate disruptions. 2/ Unyielding Grit: Having the stomach to bear volatility and ambivalence to keep persisting can make all the difference. Really a good time to invest in oneself and chart out backlogged adventures. 3/ Composure: Tranquility to choose virtuous cycles over vicious ones would really help to get out of the rut. Learning to heal and move on faster can come only from making consistently sane choices. Hope we get FUCed in this valentine season. Cheers!

Aren't we eliminating chances for the emergence of new game genres, more diversity in gaming, and unique new ideas if our field just keeps shutting down studios and laying off talent? 🤔 I've been in this Industry over a decade, and laid off 5x. The instability of being able to keep a role for even a full year, most of the time, has absolutely affected my career. I sometimes joke that I'm the oldest mid-level dev, because I never was able to keep a role long enough to move up to next rung of any ladder. Yes, I've been making lateral moves for over 10 years. Layoffs affect career progression, can cause sudden re-location, disrupt family life, cause mental and emotional health to decline, and even dampen or kill the employee's passion for their work. The latter, putting another stain on The Industry, which will lead to less talent, because it's demotivating to even apply, and the lifestyle seems unsustainable for many. To be clear, I am unaffected at the moment, but I speak from experiences which leave me worrying about my job every single day, because experiencing it repeatedly over the course of a decade permanently imprints on you. I know this devastation, I know it on repeat. I know it with severance, without severance, losing health insurance (while pregnant with my first child), paychecks suddenly not showing up on payday, and more. Can someone please hit the "Shuffle" button? This song is getting old. 😟