Ernst & Young Workers: Which Employees are Least Likely to be Laid Off?

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'As a Ernst & Young company employee, going through the process of layoffs can be challenging, but knowing that such decisions are made in the best interest of the company and not the employee’s performance can help to avoid a lot of anxiety and pressure, according to Tyson Mavar, a representative of The Retirement Group, a division of Wealth Enhancement Group.'

'If you are a Ernst & Young employee and you are nearing retirement age, you may be in a position to leverage your experience to help your company navigate its challenges and, at the same time, secure your financial future, as suggested by Wesley Boudreaux, a representative of The Retirement Group, a division of Wealth Enhancement Group.'

In this article, we shall discuss:

1. The reasons behind layoffs as a strategic and economic decision by companies.

2. The effect of communication during the layoff process and the importance of sharing information with employees.

3. The effects of layoffs on the elderly workers and their value to organizations.”

In the current dynamic world of corporate operations, layoffs are now considered as a practical part of large firms. This is because, as firms are faced with changing market environments and shifting industry pressures, they may resort to cutting the workforce as a strategic move to achieve financial stability and future sustainability. The process of identifying layoffs is complex, and therefore, requires an accurate approach and tough decisions at the senior executive management level.

How can Ernst & Young employees find out if they will be impacted? 'Fortune communications professionals, including myself, Teal Pennebaker, a managing partner at Shallot Communications, have been able to observe these complex processes. Pennebaker has, over the past 18 years, assisted companies in managing their internal and external communications, including layoffs. My firm has conducted extensive research, surveying dozens of communications leaders to uncover the most effective practices for executing workforce reductions.

It is a common assumption to consider layoffs as a consequence of the individual employee's performance. Pennebaker stresses that such choices are made based on economic factors and not on the individual's efficiency. The senior executives who are not privy to the details of the individuals make decisions based on the overall financial structure of the company and may require reducing costs to ensure the company’s sustainability in the market. These decisions are not based on the characteristics of the employees, such as family responsibilities, because it is not moral to do so, and it is also illegal.

The idea that these decisions depend on employee performance is quite vague and not precise at all.' Although performance indicators might be used in more specific layoffs, this is hardly ever explained to the affected persons. This is the reason why the process of unemployment is so depressing to the employees who are affected; the layoff is not personal and is simply a tool to maintain the employment and financial stability of the company. Layoffs are not a person’s worth or value but rather a way of cutting costs to enable the company to operate and be financially sound.

The weather during these layoff decisions is quite dramatic and serious.' They know that what they are going to do is going to affect the workforce, and they try to make these decisions as best as they can. This atmosphere is lacking in humor and is characterized by a single-minded focus on the ways to ensure the company’s future. The author also notes that while downsizing is a typical part of doing business at large corporations, such as Ernst & Young, older employees who are near retirement may find some comfort in their experience and tenure, which can be valuable during downsizing.

The National Bureau of Economic Research (NBER) also in its June 2020 analysis pointed out that firms usually prefer to maintain the knowledge of the company and the related network that is useful for the company’s resilience and recovery after layoffs. Hence, those near retirement may be useful to companies in both preserving knowledge and enabling smooth workforce succession through planned retirements that may help in times of corporate reorganization.

The right approach to laying off employees in Ernst & Young companies depends on the method of implementation to reduce the effects of layoffs on the remaining workers. According to Pennebaker, an ideal approach includes a quick and mannerly process, as well as a very good severance package. It is crucial to have concern and understanding from the topmost levels of the organization, particularly the CEO. It is not only important for the departing employees to have some clarity, but also the remaining employees need some for the sake of their morale. It is, therefore, important for the leaders to share the future plans and create a positive atmosphere in the face of such changes.

Although the layoff is a business tool that is quite effective and rather unpleasant, it is at times required for a company to survive in the current competitive and dynamic world. Thus, if laid off properly, with an emphasis on the sensitivity of the issue, speed, and compassion for the affected persons, it can help reduce the negative consequences of the process in some way. However, it is impossible to deny the fact that the process of layoffs is a very painful one.

It is similar to guiding a company through a financial crisis and having to lay off employees; it is akin to being a captain of an aircraft carrier and having to dump some ballast to steady the ship. The captain, with years of nautical experience, may have to make the unpopular decision to dump some of the cargo to even out the ship. This is not a comment on the worth of the cargo itself but rather a measure to ensure that the ship does not sink and that everyone on board is safe. In the same manner, the captain would want to maintain the essentials that would be useful in navigating through the storm, managers would want to maintain the employees who are crucial to the company’s recovery and growth after the crisis. It is more about the viability of the corporate ship than the value of each individual’s contribution to the company.

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Sources:

1. National Bureau of Economic Research.  How Losses and Layoffs Affect Older Workers . June 2023.  nber.org .

2. Society for Human Resource Management. 'Managing Employees in a Downsized Environment.'  Society for Human Resource Management , 2023,  shrm.org .

3. Investopedia. 'Laid Off? You Can Still Retire.'  Investopedia , 2008,  investopedia.com .

4. Center for Economic and Policy Research. 'Layoffs, Retirement, and Post-Pandemic Inflation.'  Center for Economic and Policy Research , July 2023,  cepr.org .

5. Arc Relocation. 'Corporate Downsizing in 2025: Guide for HR Professionals.'  Arc Relocation , 2023,  arcrelocation.com .