Let’s Fire You All: Company Overhauls

workplace overhaulSenior management, or those who have seen it all- please feel free to chime in on this one. You may have read in a previous statement I made on this blog, that I am currently working with a company doing a 40% overhaul. This is one of the smaller overhaul’s I have worked with. The largest was 80%. As experienced managers know, this kind of drastic change in a company requires your full attention and you end up working close to-but not quite- around the clock. These are the primary reasons for the current overhaul at a glance:

  1. Embezzlement (yes again)
  2. Highly toxic environment
  3. No moral – poor culture
  4. Poor work performance by majority of employees
  5. Company is facing loss of continued funding
  6. New CEO and CFO

For those of you who may not be familiar, an overhaul does not necessarily refer to large degrees of change management- but rather the restoration and repair of a system, project, or department. This requires intense planning, action plans, group scenario probabilities, fiscal year projections, budget considerations and reports, avoiding legal barriers at all costs, and setting the stage for future legal repercussions. Depending on the issues that endorsed this overhaul – a complete deconstruction of departments, including but not limited to internal auditing and investigations are completed. I understand when an overhaul is announced in a company meeting, that staff hears the word “fire” and think that management has shared a party bag of uppers and is now going crazy firing everyone. I get it- because as front line employees, we’ve all been there. Truth: management has been planning this and has had it in consideration for months, if not a year. It is a delicate task, and requires a tact for restoring integrity, which not everyone – even a CEO, can do. This is why you hear of specialists being hired for this purpose alone. A company may do staff overhauls for integrity and budget reasons- these being some of the most main concerns.

What is ultimately unfortunate is that a mass lay off means many people facing lack of resources for rent and groceries. What does the family do? I am a little bit of a stickler when it comes to marking people’s dismissal papers “lay off” because I want to encourage them to apply for EI, and I want to refer them in the community to any resources that can help them with employment, networking, and maintaining their basic needs. Let’s face it, severance pay is ideal, but it’s not always feasible for the company, so it can be limiting. The newest trend for company overhauls is the IT/Social Media and PR departments. Recently Blackberry, Yahoo, and several Unions undertook this venture. They didn’t complete a staff overhaul, no doubt some people were let go, however the primary focus for them was systems. Has it worked? Well, considering it all took place over the past month, we can’t be too sure. However, an overhaul does present a fresh slate, a new chance, and with the primary goal to restore integrity I would say they are off to a good start. Overhaul’s affect everyone in every corner and nook of the company. It is a chain reaction that overtakes the daily routine, relationships, business ops, and budget. It is necessary for some, but more concerning about who is doing it- and prayer to be whispered that it isn’t for projection reasons.

Good Morning Embezzlement!- What Will You Be Drinking Today?

The slap tickle offenses at the office take a back seat when corporate criminal charges are involved. So when I learned an office I had previously worked with through change management had the CAO and minion assistant in bed together with potential embezzlement charges, I was oddly pleased and disgusted.

ImageAfter an 80% overhaul of staff, management, policies, systems, and the monthly coffee subscription- you would have thought positive change was approaching right? No. My recommendation to put the CAO on suspension along with dirty faced said minion was because the two were power mongers, and I could smell trouble but couldn’t put my finger on it. They were too smug, smooth, and what I did find when I audited the assistant’s files, were personal information files on all the employees. No, no, not ¬†employee files. You may have misheard- information files- as in, potential blackmail files. I recommended disciplinary action immediately and to launch an internal investigation. What was interesting, was the CEO felt she was desperate for cash, had huge amounts of compassion for her and instead offered her a few extra vacation days, time off, and benefits. Shoot me now. I do have a love for this particular CEO, as my cohort called him, “the eloquent beast”. He truly is a beast of a man, looking vicious…. sort of like you wouldn’t be surprised to find out if he ate candied hearts for breakfast. You know the sort. But after many years of being my favorite kind of crisis intervention worker, he had grown a tremendous soft spot for people who simply do not know any better. This was his first time as a CEO, and he did indeed want to be fair, diplomatic, and merciful (getting what you don’t deserve). Coupling this with his faith as a man of God- the goodness in his heart truly makes up for other people’s wrong doings. I respect this man, he is one of my mentor’s, and I understand his decision in this matter, however I do not agree with it.

I understand mercy and grace. However, I agree with limitations on it when thousands of dollars are being discovered in embezzlement. Not to mention harsh and unfair treatment of employees, blackmail, and fraud. Sounds to me that some lay off’s are in order. But that’s only because my values tell me not to associate with this kind. What happened to David’s strategies? He acted swiftly, with compassion, and had mercy for the soul of man but it did not stop him from keeping with natural consequences. I suppose I have something to learn here. I will chat more with the CEO after his txt the other day of, “I would welcome your return here!!!” I bet. The truth is, I would love to go back. It was a fabulous office, despite the problems. After doing so much change management, I have learned that every office has problems (I know a lot of you are thinking, what else is knew?). But so many of us associate problems with money, bitchy people, stupid people, office cliques, budget cuts, and so forth. My kind of usual problems are typically fraud, blackmail, embezzlement, theft, sexual harassment, labour disputes, and so forth. It’s just a matter of if you’re comfortable with the toxic tactics your opponent is using. Here, I get it. I know what the problems are, I like the people (even the stupid ones), and I enjoy working with all of them. Heck, the crazy just makes my day a little more interesting and shakes things up a bit.