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.


All the CRAZY just came out.

crazy comes outThe most wonderful part of working in the field is enjoying the crazies. No, I was not referring to the clients, this is a genuine referral to the workers. During a staff meeting, upon check-in, one of my favorite staff members proudly remarked, “So I started dealing again.” The Social Workers looked amused and began making appointments available, the Mental Health Worker pulled out a referral card, and the Youth Workers double checked, “I got you on Facebook yeah?” No one does crazy like the worker. It is as if they practice while I’m not looking…

The most amusing story to date is walking in on a hostage scenario first thing in the morning and realizing, not only were you not invited to this Suarez but everyone has had breakfast long before you. This is most off putting. And who’s to blame?- the resident social worker or disgruntled kitchen staff member. Thanks a lot guys. It should be noted however somewhere in a TLC lyric, that crazy comes out when you least expect it and often from the person you never would have guessed.

These people who sport the surprise brand of crazy tend to be quick, good, friends with you and boast a magnetic type A personality. RX? No thanks, the crazy might escape. Red flags to look for include, a little too charismatic and supportive, too much empathy and support (I mean the only reasons we have friends is to bitch about shit and then boast, but this is a bit much), undermining, triangling, prying/asking personal questions, in a rush to seek information, inĀ  rush to be friends, sizing up during conversation (would you believe most people don’t know where their eyeballs are?), and other suspicious activity… Somehow I feel wearing black could be one of these…. something I learned from Dudley Do-right.

Interesting facts include how you bond and build relationships with people. Trauma, and dysfunction are the number one reasons you will bond with another person. Ever get the feeling you “recognize” someone? Examine your dysfunction and I bet you will know why. What is surprising is individuals who are experts at gauging and mimicking other people’s game playing, toxicity, and behaviour. They have a knack for identifying social games and mirroring them to fit in and achieve a goal. These individuals tend to be a little too hasty in drawing out personal information quickly- this gives them away. The issue is they are not capable with playing foreign games for a long period of time so they must extract information needed as soon as possible. People with strong pathology for example can hide their pathology for 20 hours or days at a time- but as soon a the fifth day (for example) rolls around, they must find a release. This may take the form of an affair, going to a bar, becoming what appears to be “abruptly abusive with their partner”, and so forth. Once the outlet has been established, they can continue to mask their pathology for long, extended periods of time. This is why it can take years and decades to identify pathology- even a psychopath.

So watch for the crazy and guage quick when it comes out! Ask yourself, is this crazy familiar and can I deal with it? You will discover more about yourself and who you attract by analyzing, determining, and working through your dysfunctions.