Layoffs have been sweeping both the private sector and the federal government. And those who stand up against the administration’s current efforts are getting ousted left and right.
Few people know this better than Ellen Weintraub, former commissioner for the U.S. Federal Elections Commission. Weintraub, who worked for the FEC for 23 years, promoted fair elections and regulation of money in politics for her entire tenure. She was abruptly dismissed in February from her role in a rather unconventional manner.
“I was kind of expecting it, but I didn’t expect it when it happened or how it happened,” she said during the Coins2Day Workplace Innovation Summit on Tuesday. Typically, she would have been replaced with another nominee, but instead she was cut off from email, databases, and government facilities and fired immediately.
“I was fired in a way that was designed to intimidate other people at my agency and other people at other agencies, and I think the only response to that is to stand together.”
That’s why in this chaotic environment, now is the time to adopt policies and practices leaders can get behind, she noted. Weintraub urged leaders not to give in to temptation and pressures from others, especially those in political power, to dismiss employees without care and consideration, especially as companies look to cut costs.
Others firmly agree.
“It’s easy to be courageous when times are easy; it’s hard to be courageous when times are hard,” said Dean Carter, chief experience officer at Modern Executive Solutions, a talent consultancy. “What I hope is that corporate America doesn’t reflect what’s happening currently in the more public environment.”
And that’s especially true when it comes to how employees are let go, says Carter. Many people have either personally experienced, or know someone who has been let go due mass layoffs in the name of cost cutting. This is the moment for companies to do something different.
And this is where CHROs have an opportunity to make a difference. Carter noted that CEOs often lean on HR leaders for advice when it comes to being brave and taking bold steps. And that what employees need most right now is to hear that their concerns are being recognized by leadership.
“Typically the head of HR is the person that you can do some whispering in terms of helping [CEOs] be courageous and know what employees want, which I believe, is to acknowledge their fear, acknowledge their concern, acknowledge where the moment is, and then move on.”
That said, making such a bold move or going public with such views, is certainly no easy task. CEOs are getting pressured from all sides: employees, stakeholders, boards, and now the government. But as Carter said: “People have long memories.”
At the end of this, people will remember who was willing to stand up to the administration and who wasn’t. And even more importantly, Weintraub said, who was willing to take care of their people the right way during a time in which employers seem to have all the power.
“A lot of people feel like they are under attack, and I think people will look back on this moment, your clients, your customers, and look for brave stances,” she said. “There’s strength in numbers.”
