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Interesting and timely case, thank you! I think that often layoffs are used in place of performance management. In other words, we as managers need to be coaching and giving feedback to people on a regular basis and if there are people who do not perform as expected over time we must tell them and ask them to leave.

Many companies recently have instituted plant shutdown days, and pay cuts and other cost cutting measures. It also makes sense to cut whole teams if a project over all is canceled. I have seen this done recently as well when work was outsourced transition team employees were given extra time to find another position within the company. I think that this approach also can benefit the company strategically, as these folks are already known good performers and morale wise this is also more encouraging than layoffs.

thank you again for the chance to play!


it's double-time weird, because I was able to save it as a pdf using the previous link you gave, not needing this one.

Sophie Lagacé

Thank you very much, Mr. Sutton!

Krishna Kumar

Thanks for the free download, Bob.


I enjoyed reading your thoughtful response, Bob. I found it interesting to see Jurgen Dormann's as well, since I was at ABB during his tenure and witnessed the change initiative he describes. Thanks for the free download!

Kelley Eskridge

Bob, thanks for your generosity.



Thanks a lot for the free download. I'm one of those who will have to take layoff decisions soon and all the help to make them in a fair, appropriate and nondiscriminatory manner is unvaluable right now.

Jeff Roberts


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