C-Suite Network™

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Human Resources Leadership Management

Hiring with One Foot Out the Door: The Problem with Probationary Periods

Let’s talk about probationary periods. You know, that arbitrary timeframe companies slap onto new hires to “evaluate” them before fully committing. As if the months of recruiting, interviewing, and vetting weren’t enough. Because clearly, after all that, we’re still not sure about them?  Yet, we are immediately expecting their commitment and loyalty.

Seriously, if you’re hiring people you don’t trust from day one, what does that say about your hiring process? Either you don’t know how to hire, or you’re hedging your bets like a gambler at a Vegas roulette table. And let’s be real, neither of those are a good look.

Probation = We Don’t Fully Trust You

Nothing says, “welcome to the team” quite like, “Hey, you’re on probation, so don’t screw up!” That’s the message companies send, whether they realize it or not. Instead of empowering new employees and setting them up for success, probationary periods create an immediate sense of insecurity and maybe even paranoia in today’s world.

And let’s talk about that word: probation. The only other people in society on probation are criminals. Think about that for a second. We’re lumping new hires—talented, eager responsible adults—into the same category as individuals who have literally broken the law. What kind of message is that? You’re telling new employees from the get-go that they are not trusted, that they must “prove” their worth, and that they can be easily discarded. That’s a ridiculous way to build loyalty, commitment, and high performance.

It’s a Cop-Out for Leaders

Probationary periods give managers an easy out. Instead of actively coaching, guiding, and integrating new employees, leaders can just sit back and think, “Well, let’s see if they make it through probation.” That’s not leadership. That’s avoidance.

A leader’s job is to develop people, not wait for them to magically prove their worth. If a new employee is struggling, the right response is mentorship—not crossing your arms and waiting to see if they “sink or swim” because you can use the probationary period as an easy out.

It Undermines Culture and Performance

You can’t build a high-performing culture when people feel like they’re on shaky ground from day one. The best companies create an environment where employees feel valued, supported, and confident in their contributions. Probationary periods achieve the exact opposite—they breed hesitation, risk aversion, and a reluctance to take initiative.

Want innovation? Want accountability? Want high performance? Then start by treating people like trusted adults from the moment they walk through the door. It’s not that hard.

Real-World Consequences

At HPWP Group (High Performance Work Place), we’ve been advocating for the elimination of probationary periods for 30 years.  But now, there are real world consequences.

Look no further than recent headlines to see the damage probationary periods can inflict. The Trump administration, in a misguided attempt to “streamline” government operations, has been on a firing spree, targeting probationary employees across various federal agencies. Thousands of dedicated workers have been shown the door, often without legitimate cause, simply because their probationary status makes them easy targets.

At the National Park Service, for instance, nearly 2,000 job offers for seasonal workers were rescinded, and many recently hired probationary employees were terminated. This has led to severe understaffing, threatening the maintenance and operation of our cherished national parks.

These aren’t just statistics; they’re real people whose livelihoods have been upended. The misuse of probationary periods as a tool for indiscriminate layoffs not only devastates employees but also cripples the very institutions they’re meant to serve.

Stop the Nonsense

Here’s a radical idea: If you don’t trust someone enough to hire them outright, don’t hire them. But if you do hire them, treat them like a full-fledged, capable member of your team—because that’s exactly what they are. Ditch the probationary periods and start leading like you mean it.

Rant over.

Categories
Human Resources Leadership Management

Meta, Doge, and the Cold Truth of Corporate Layoffs

Meta, Doge, and the Cold Truth of Corporate Layoffs

It’s infuriating (yes, I said it) to watch companies treat layoffs like a numbers game, tossing around corporate speak and touting shareholder value while completely disregarding the human impact. Giants like Meta—and yes, even the so-called innovators at DOGE—have shown an astonishing lack of care or empathy when it comes to letting go of employees.

A Cold, Calculated Business Decision

Every time a company announces a round of layoffs, it’s a brutal reminder of how little they value the people who helped build their success. Meta’s recent approach to downsizing wasn’t just a business decision; it was a master class in corporate coldness.  Despite the fact that share price is up 47% over the past year and revenue is up 21% in the last quarter, it’s CEO says they are preparing for an “intense year” and a reduction of more than 3,000 people is necessary.

Employees found themselves in the lurch with little warning. And if that wasn’t enough, just one week after announcing the layoffs, Meta revised the bonus payout for its executives – up to 200% from 75%. I guess the good news is at least they value some people.

Meanwhile, DOGE isn’t far behind in this mismanagement marathon—poor planning and impersonal communications, contribute to a process that reeks of corporate callousness.  Musk had the Office of Personnel Management issue an email (on Saturday) asking “What did you do last week?”.  The expectation was that people would respond with five bullet points by Monday. Apparently, this was a true test to see if people would check their emails on the weekend.  Musk defended the email demand saying it was “basically a check to see if the employee had a pulse and was capable of replying to an email,” adding “Lot of people in for a rude awakening and a strong dose of reality.  They don’t get it yet, but they will.”  Nice, right?  It’s no surprise the back pedaling has started.

The Lasting Impact

Poorly handled layoffs—like those witnessed at Meta and Doge—wreak havoc on both individuals and the business as a whole. Instead of a respectful and transparent process, these companies opted for a cold, impersonal approach that leaves employees feeling abandoned and betrayed, with their livelihoods and self-worth trampled in the name of cost-cutting.

What gets lost in all the headlines is the real impact of these layoffs. It’s not just about severance packages and exit interviews—it’s the emotional, financial, and social toll on individuals who dedicated themselves to their work. When leaders view layoffs merely as a cost-cutting exercise, they’re ignoring the long-term damage to their brand and, more importantly, the trust and morale of their remaining employees. This isn’t just an HR issue; it’s a fundamental failure in leadership and accountability.

It Doesn’t Have to be This Way

Why are we waiting until the situation is dire or urgent before we address it?  We can be more proactive and involve our team in driving innovation to grow our business, streamlining processes and improving efficiencies (minimizing the need for layoffs).  Check out our article Navigating Layoffs: The True Cost to Business published in HR Director for more insights.

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Growth Operations

Challenging the Status Quo: The Path to Progress and Innovation

Throughout history, human progress has been driven by individuals and groups who dared to question the status quo. From the suffragettes fighting for women’s right to vote; to the civil rights movement advocating for racial equality, challenging the prevailing norms has been the catalyst for significant social, political, and technological advancements. It’s time we explore the importance of questioning the status quo, understanding the benefits it brings, and how we can challenge the norms to pave the way for a brighter future.

Embracing the Power of Curiosity

At the heart of challenging the status quo lies curiosity. It is the drive to question why things are the way they are and the desire to seek better alternatives. Embracing curiosity allows us to challenge assumptions, break free from outdated beliefs, and push the boundaries of what is possible. The most successful innovators, thinkers, and leaders have all possessed a healthy dose of curiosity, propelling them to question established norms and explore new possibilities

Breaking Free From Comfort Zones

One of the primary reasons the status quo persists is the comfort and familiarity it offers. Change can be daunting, and it requires stepping out of our comfort zones. However, the most remarkable achievements in human history have come from individuals who dared to break free from these confines. It takes courage to challenge the familiar, but it is within this realm of discomfort that true progress and innovation lie.

Promoting Critical Thinking

Challenging the status quo encourages critical thinking. By questioning existing systems, structures, and beliefs, we engage in a process of intellectual exploration. Critical thinking allows us to evaluate the merits and flaws of the current state of affairs and identify potential areas for improvement. Whether it’s in business, education, or politics, critical thinking serves as a tool for positive change.

The status quo often marginalizes certain groups or perspectives, perpetuating inequality, and exclusion. Challenging the prevailing norms opens up space for diverse voices and ideas to be heard and considered. Embracing inclusivity and diversity leads to a richer exchange of ideas, leading to more well-rounded solutions and a fairer society.

Encouraging Innovation and Progress

The world is ever-evolving, and progress is the result of innovation and experimentation. Innovation thrives when individuals are encouraged to challenge assumptions and rethink existing paradigms. By questioning the status quo, we create an environment that fosters creativity, problem-solving, and adaptation. This helps us break out of the box we’ve been operating in.

Inspiring Positive Change

When we challenge the status quo, we inspire others to do the same. Acts of courage and defiance can create a ripple effect, inspiring a movement for positive change. From historical revolutions to contemporary social movements, the power of one individual challenging the norms can mobilize a collective force for progress

Challenging the status quo is not an act of rebellion for the sake of disruption; it is a fundamental element of human progress. Embracing curiosity, critical thinking, and inclusivity allows us to break free from the constraints of the familiar and explore new horizons. By fostering an environment that encourages innovation and diversity, we unlock the potential for positive change on both personal and societal levels.