I'll never understand this logic. Lay off people who earn the most knowing they are simultaneously some of your best people, then end up paying more to get two people to do their job, because one new person can't handle it on their own. I've seen it happen more than once.
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It’s all part of he plan. The STL branch of Cigna will be closed within the next year with only the pharmacy remaining open. It’s been a great ride.
DO NOT train your replacement.
“I hope those laid off refuse to share any of their knowledge and just say good luck team!”
Most of those laid off lose access to internal systems within a few hours. If documentation wasn’t created along the way, it’s too late and a failure on the part of management. What can’t be replaced are the years of problem solving skills, and knowledge of who to ask in the company when a team needs more help.
I hope those laid off refuse to share any of their knowledge and just say good luck team!
All true. It's also hard to imagine the talent that is left is especially motivated to do much more that the minimum. Why bother when you see how other high performers are treated?
It's not just the customer facing talent and skills being lost, it's also the corporate knowledge including what other teams and people are needed for a project or problem. Formal documentation can't possibly cover everything, and people are starting to realize if they have not shared their documentation now, why should they give up their leverage?