Analyzing Bad News
On Tuesday 25th January this year, Unilever issued a press release in which it announced its plans to lay off 1,500 workers as part of restructuring operations. Besides the layoffs, the company also announced that it would be creating five business divisions as it does away with the matrix form/structure that has been in existence for many years. The changes, which are set to come into effect beginning April 1st this year, are well-intentioned and aimed at enhancing efficiency and effectiveness. In the release, Unilever CEO reported that the new model set to be implemented has been in a process of development for the past twelve months (Unilever, 2022). Much as this implies that the changes have been tested and proved necessary and valuable, the company seems not to be mindful of the plight and emotional wellbeing of the employees that will be affected by the changes. The press statement only explains the rationale behind the proposed new model; it mentions very little about what happens to the 1500 workers who will lose their jobs. Additionally, the release indicates that consultations will be made before implementing any changes. No information or clarity is offered regarding what this means to employees likely to be affected by the layoff.
The clause that the proposed changes are subject to negotiations seems to give a ray of hope to likely victims that with consultations, they may not lose their jobs. However, this is only a guess and the communication does not clearly state the next steps that the company will take. Apart from this, the statement indicates that there is no expectation that the changes will have an impact on factory teams. To a reader, this sounds like an ambiguous statement that sends the impression that the changes could have spillover effects that would impact other employees. In short, by not providing a detailed explanation or coverage of the layoffs the same way it explains the new organizational structure, Unilever seems to be withholding vital information. Moreover, it would be good to state the next steps especially considering the timing of the announcements (Shumway, 2021). Much as the changes are necessary for the company’s growth, announcing layoffs at the start of a year when people are trying to recover from the shocks of COVID-19 can be greatly devastating to affected employees.
References
Shumway, E. (2021). How to deliver layoff news compassionately. www.hrdive.com/news/how-to-deliver-layoff-news-compassionately/611656/
Unilever. (2022). Unilever simplifies organization. www.unilever.com/news/press-and-media/press-releases/2022/unilever-simplifies-organisation/
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