One Standard

Last week, in “National Mental Health Day & The Cost of Looking Away”, I wrote about how leaders affect the health of the people they lead. A layoff isn’t a line on a spreadsheet; it reaches a person's health, self-worth, and family. I also wrote that looking away is not neutral. Looking away encourages the behavior.

This week the pattern showed up in the news again. A company long praised for its culture of excellence and humanity cut about 1,000 jobs, roughly 6% of its workforce, while remaining profitable. Leadership called it disciplined resource prioritization. In my weekly post, “When Keeping It Real Goes Wrong”, I borrow an old comedy sketch to name what that really is. Companies call it “keeping it real.” Layoffs as business as usual. The people on the receiving end experience it as something else entirely.

Accountability still matters for leaders, but they are held to a different standard, and we’re told, “This is normal. Nothing to see here.” If we all agree there should be “haves” and “have-nots,” then I guess it is standard. But most people I know didn’t sign up for that. So where is the leadership's accountability? If that same company reduces the CEO’s salary by 90% to save 500 jobs, are we experiencing this reduction differently? Of course we are!

I honestly believe we are on the cusp of something amazing in the workforce, where employees see their worth and demand it. I also believe some companies already believe and act in ways that demonstrate humanity. Unfortunately, too many organizations still don’t get it.

I come back to one standard: Would we handle this the same way if the employee were our precious son or daughter?

This week’s reflection: Think of one policy you enforce or experience at work. Where could a simple question about the person behind the situation create more dignity without removing accountability?

Coach Ha-Keem