Stop saying you want change. Stop saying we are family. Stop saying my voice matters. Fill in the blank however you’d like. The point is that we think we should say and do certain things that make the organization and its leadership team look thoughtful, progressive, and caring – but what happens in practice is often quite different. Some organizations truly embody the ideals they espouse. Most are a mixed bag – depends on the department and manager. Some are very disconnected from the stated ideals.
Right now, employees are facing many heavy question marks. Job insecurity is higher than ever due to AI and other forces. Anxiety is elevated. Many layoffs have begun. So, what’s it going to be?
Organizations can only do one of two things right now:
One is to further tarnish the reputation of corporations and traditional work life. Significant numbers of employees are embracing ideas like quiet quitting, climbing down the ladder, or just leaving. They don’t feel valued and don’t sense purpose. If you don’t really care, okay. Just keep espousing things that are not real. Keep leaning on layoffs instead of more creative decisions. Long term you’re very likely to face difficult culture and talent-related challenges that will be harmful.
Two is to buck the trend and actually show that you care for people as much as you say. How you do that is up to you, but some version of sharing the pain with anyone impacted by tough decisions is essential. For example, give up the private jet, the country club membership, and the executive dining hall. Don’t accept a bonus after layoffs. If people must be let go, show compassion: severance, assistance with job search, and some lead time / warning. If you have trouble with these ideas, a little soul searching might be in order.
At this moment of immense change, you have a big opportunity. It’s time for you to align what you espouse with the decisions you make and how you behave. Or at least stop telling employees how much they matter.