Google CEO Sundar Pichai/ Photo by World Economic Forum/ CC BY-NC-SA 2.0
Google CEO Sundar Pichai warned his employees in an internal memo on Wednesday about the possibility of more “role eliminations” at the company in the coming months. “We have ambitious goals and will be investing in our big priorities this year,” Pichai wrote in a message to Google staff that was obtained by the Verge. “The reality is that to create the capacity for this investment, we have to make tough choices.”
The tech giant recently laid off hundreds of employees across various functions, including its advertising, sales, engineering, hardware and Google Assistant teams. These job cuts were about “removing layers to simplify execution and drive velocity in some areas,” according to Pichai.
In a rare move, the chief executive pulled the curtain back for his workers, while signaling that more headcount reductions may come. He wrote, “Many of these changes are already announced, though to be upfront, some teams will continue to make specific resource allocation decisions throughout the year where needed, and some roles may be impacted.”
Smaller Job Cuts Than Last Year
Pichai assured his staff that 2024 layoffs will not be “at the scale of last year’s reductions, and will not touch every team.”
In 2023, Google faced public criticism after the company let go of about 6% of its workforce—12,000 employees—in a move deemed as “unacceptable behavior” by the Alphabet Workers Union. According to reports, there was allegedly no clarity over why people were selected for downsizing.
Google workers were not told if it was due to their ratings, compensation or tied to any specific metrics. “Employees have flooded Dory, the company’s question-asking platform, and set up virtual communities to figure out who’s been laid off and why,” CNBC reported. In response, staff were told by directors to hold questions for the town hall that took place the following week.
What Happens To The People Who Remain?
The emotional fallout of losing a job can result in increased stress, anxiety and even feelings of depression, especially if the worker feels a sense of shame or failure around the job loss, as people’s identities are often tied to their careers. Those who are laid off may struggle with financial instability, as well as housing and food insecurity, further exacerbating the mental health impact.
It’s important for both employers and workers to understand the psychological impact of layoffs and to prioritize mental health. Management should provide adequate notice, support and resources to help employees in transition, including access to career counseling, job training and financial advice.
For those who remain at the company, the prospect of continued layoffs can also have a significant impact on their mental health.
Pichai acknowledged this in his internal memo, “I know it’s very difficult to see colleagues and teams impacted.”
Under the cloud of looming layoffs, employees will confront a work environment that almost feels like the psychological torture of waterboarding—the century-old practice in which water is poured on the face of a prisoner, slowly driving them mad as they experience feelings of drowning and uncertainty as to when it will end—albeit, to a lesser degree.
Each morning, the remainers who escaped termination will worry if today is their last day at the company. Every task a person takes on is a potential landmine. If they make a mistake, lose a major client, say something wrong in a meeting, miss a video call or fight to remain working remotely, there is an inherent risk of being targeted for the next round of layoffs.
The combination of extra work from being short-staffed and uncertainty hanging over their heads leads to a collective feeling of hopelessness about the future, causing the ones left behind to disengage and fall in productivity.
The increased responsibilities, without an accompanying raise in pay, will eventually erode employee loyalty. Instead of putting their best foot forward, they’ll search for recruiters and new opportunities.
Employees will assume the worst, as no one wants to be the last person on a sinking ship. If a manager does not plan to backfill the role of a departing team member or consider bringing temporary help and contractors aboard, the remainers will think that the company has significantly greater financial difficulties than they are sharing with the public.
The longer the remaining workers are forced to pick up the additional projects and made to put in longer hours, the more they’ll become angry, frustrated and resentful.
Recruiters are like sharks. Once they smell blood in the water and hear that a company may be struggling, they will start picking off the A and B-players one by one. Before you know it, the best and brightest are gone. They are usually the first to leave, as they have more options, due to their skill sets and reputation.
The organization is then left with C-level players that no one else wants. The quality of work deteriorates. Customers and clients are not attended to, as employees are stretched thin and losing their patience. They take their business elsewhere, negatively impacting the company and creating a downward spiral.
What To Do
Smart leaders must promptly address why the layoffs are necessary and share what to expect next. They should reach out to their workforce to gauge how they are feeling and see what needs to be changed, in light of the new circumstances. Based on employee feedback, management should start implementing measures tailored toward retaining and enhancing the work lives of those who remain at the organization.
Those who are left behind often suffer from survivor’s guilt. They’ll wonder why they got to keep their jobs, while feeling remorse for those who were let go. It’s essential for these remainers to maintain a healthy mindset, seek support to help mitigate the negative psychological impacts of continual layoffs and demonstrate resilience. You must be proactive in seeking new opportunities and practicing self-care.
Google did not respond to a request for comment on how the company will help manage the mental health of its workers and the benefits of multiple rounds of job cuts, as opposed to mass layoffs.
Source: Forbes
