Background

After returning from a much needed mini-staycation, you returned to find the office in an uproar. Corporate Headquarters announced an unexpected set of layoffs for specific markets, including your region. One of your most senior, local leaders was strongly opposed to the layoffs and fought the initiative long after the discussion period was over. While his peers were making preparations to have individual meetings with the affected team members, your senior leader was refusing to accept the decision and chasing down his leadership at Headquarters. He finally gave up when directed by his manager and his managers manager to make it happen, just one day before the layoffs were scheduled for announcement. Unfortunately, the combined effects of the delay and inability to move the meetings meant your local office was unprepared. Your HR Director advised the senior leader there was not enough time to prepare for individual meetings and produce the necessary exit packages. Frustrated by her response, the senior leader ignored her suggestions to work out a new schedule. Under the guise of a town hall meeting he gathered the impacted employees onto a single Zoom call and informed them their employment was terminated immediately. The backlash was swift and immediate. Laid off employees took to Twitter, Facebook, and TikTok to vent their anger. An audio recording of the Zoom town hall that was anonymously posted on a reddi board went viral, and then caught the attention of someone in Corporate Headquarters. In a desperate attempt to not be associated with the infamous Better.com mass Zoom layoff, the Corporate Communications team issued a press release stating as the regretful incident was not in keeping with the company values and code of conduct, a full employee investigation will be launched. The senior leader at the center of the controversy insists he did nothing wrong and if an investigation proceeds, he will retain counsel to defend his actions.

What actions could have been taken to avoid this outcome? What are the risks to the organization here? Where does the focus need to be now? How would you support your HR Director?