Get an inside look at how HR lays off employees: Statistics on severance pay

In a touching TikTok video, Brittany Pietsch describes her own experience being fired at Cloudflare, a publicly traded technology company. The call involves an HR (Human Resources) representative named Rosie and another man, presumably also from HR.

The man begins by claiming that Brittany has not met Cloudflare’s expectations, but Brittany interrupts to express her belief that she should not be fired due to lack of performance time.

As you watch the video, you’ll notice the obvious challenge Rosie and the man face in answering Brittany’s questions about the reasons for her firing. It is obvious that HR is relying on general terms and lacks specific details about Brittany’s situation.

Another notable aspect is the absence of Brittany’s manager on the call. This omission underscores the significant challenge and emotional difficulty involved in dismissing employees. Preventing the manager from ending the call will also likely protect the manager, as it appears that Brittany was giving positive reviews before she was fired.

All employees should watch this video to understand the details of the layoff. For those who want try to negotiate strictnessthis video should also demystify the layoff process and give you more courage to take action.

Video: An inside look at how HR fires employees

@brittanypeachhhh

Originally posted by creator: firing from brittany peach cloudflare. If you know you’re going to get fired, film it 🙂 this was honestly traumatizing lmao #cloud flare #techlayoffs #tech #layoffs

♬ Original Sound –

Keep track of your company’s performance

If you want to negotiate severity, stay informed about your company’s performance. If you work for a publicly traded company, expect quarterly earnings that include results, strategy, cost reduction initiatives and more. A company’s below-average stock price is a common signal that layoffs may be on the horizon.

If you work for a private company, pay attention to internal performance metrics and management calls as well. If necessary, talk to the frontline staff in charge of revenue generation. The worse the performance, the greater the risk of being let go.

You shouldn’t be blindsided by potential layoffs. When I negotiated my austerity package in 2012, my company had already been making a lot of layoffs since the 2009 financial crisis. Due to the poor performance of the stock price, annual layoffs were a given.

Contact your manager before you are terminated

The key to negotiating rigor is to start the conversation about letting go before HR or your manager will discuss this topic with you. Being proactive is essential; if you wait to be approached, you lose leverage because you are already perceived as expendable.

When you approach your supervisor about the possibility of being fired, you make the conversation easier because you’ve brought up the topic. as a result, they are no longer in the position of bearers of bad news and are less likely to face retaliation.

By bringing up the idea of ​​being let go, you’re also opening the door to negotiating a fair severance package. During this conversation, express your willingness to facilitate a smooth transition for as long as necessary. In return, propose an austerity package equivalent to what was offered to previously laid-off employees.

In essence, you are not only reducing the stress on your managers associated with firing an employee, but you are also voluntarily assisting in a smooth transition without requiring additional compensation beyond what has been provided to others in similar situations.

There is a reason why people break up over text or spirits of people they don’t want to disappoint. Most people find it hard to let someone go.

HR is mostly on the company side

Brittany’s video serves as a valuable resource for all employees and sheds light on the reality that job security is never guaranteed. The layoff conversation she captured with HR is standard procedure, giving viewers a glimpse of what to expect if they find themselves on the receiving end of an unwelcome call.

Brittany correctly points out the challenges of performing in a short time frame, especially during the holidays. However, there is often an “up or out” mentality in industries such as sales. No sale means no income.

Securing redundancies with a severity package requires strategic foresight. Being proactive when you recognize underperformance, whether at a personal or company level, is essential. Waiting for the dreaded call to come leaves little room for negotiation.

Try not to get too emotionally attached to your place of employment. Develop additional sources of income and be alert for new job opportunities. For your safety, you should always be online.

Finally, it’s important to remember that HR is not on your side. HR’s primary commitment is to the company to protect it from liability and lawsuits.

As a result, you need to be strategic about how much information to share with HR if you want to maximize your chances of getting a severance package.

Severance pay can be highly flexible

Many people see a severity package as just a severity check, but it can actually take many forms. Let me illustrate my wife’s toughness package as an example.

My wife as a high performing employee successfully negotiated a six-figure severity package. Through several discussions, she secured a full-time salary for several months, working only two days a week. The company has recognized that having some of its services is better than none.

In addition to her full-time salary, her employer provided her with a standard two-month severity check and extended free medical benefits for six months. After a half-year hiatus, she was hired again as a consultant with a significantly higher hourly wage. She continued in this role for a year until the birth of our son.

This example highlights the flexibility and negotiability of severity packages and underscores the importance of a well-thought-out plan to guide the negotiation process. Her rigor package also emphasizes the importance of having good relationships with your colleagues.

If you would like this plan, pick up a copy How to prepare for layoffs. Now in its 6th edition with new strategies and insights. Use the code “saveten” on Recheck save $10.

How to Prepare for Redundancy - Learn How to Negotiate a Severity Package and Be Free - Top Severity Negotiation Statistics

As a background, I negotiated an austerity package in 2012 that covered over five years of regular living expenses. This allowed me the freedom to travel and devote my time to building Financial Samurai. The sense of freedom I have experienced since leaving the financial industry has been priceless. If you are thinking of leaving your job, it is worth considering the rigor negotiation.

Severance Negotiation Insights is an original post by Financial Samurai. Join over 60,000 others by signing up with me free newsletter.

Leave a Comment