Honestly, why always us?
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I too was laid off recently and it’s been a blessing in disguise, although I loved and enjoyed working with a talented pool of co-workers. I however think and hoped, the company could have been profitable but for leadership who has no accountability. PB/RP and others should have been fired first before any individual contributor or middle management. God save the company, May the Lord bless everyone!
Q2 is going to be a bloodbath
I was laid off in the April pool and it’s been the best thing. The upper management teams are toxic. There’s no accountability and stingy. Thankfully I had a manager that went to the mat for his/her team. Glad to be out of the sh– hole.
Now might be time to get out of the corporate rat race, use that idea you had, and start your own business.
But according to the highly censored Glassdoor.com - Allscripts is a great place to work.
“ after a layoff, survivors experienced a 41% decline in job satisfaction, a 36% decline in organizational commitment, and a 20% decline in job performance”
After so many rounds of layoffs in Allscripts, we have zero in job satisfaction, zero in organization commitment, zero in job performance!!!!!
Companies that shed workers lose the time invested in training them as well as their networks of relationships and knowledge about how to get work done. Even more significant are the blighting effects on survivors. Charlie Trevor of University of Wisconsin–Madison and Anthony Nyberg of University of South Carolina found that downsizing a workforce by 1% leads to a 31% increase in voluntary turnover the next year. Meanwhile, low morale weakens engagement. Layoffs can cause employees to feel they’ve lost control: The fate of their peers sends a message that hard work and good performance do not guarantee their jobs. A 2002 study by Magnus Sverke and Johnny Hellgren of Stockholm University and Katharina Näswall of University of Canterbury found that after a layoff, survivors experienced a 41% decline in job satisfaction, a 36% decline in organizational commitment, and a 20% decline in job performance.
https://hbr.org/2018/05/layoffs-that-dont-break-your-company