questions to ask during the layoff session ~ Deloitte Consulting Forum

Guest

Mod Edit: This is a sticky because of the good information that it contains and should contain. Please stick the the clearly stated topic and limit objection/discussion to other threads (feel free to start a new one).

So in the spirit of being relatively prepared, it might be a good idea to get a thread going on questions to ask during one's layoff session. to those who have already been through that, please pitch in - what do you wish you had asked?

hoping to keep this 100% informational vs retaliatory (not, for example, 'i wish i'd asked them to take a long walk off a short pier' or something). but seriously, it's the last time you might officially interact with HR and the PPD in the room - what do you need to know?

Also please note that this is not a request for answers - this is simply a list of questions for that fateful day. That's it.

I think a couple would be:

- Give me some direction around how to position my 401K until I find something else

- How long does my health insurance last (ie, ends right now, lasts through the end of the month, etc)?

- How do I sign up for COBRA, and has the new governmental subsidy (the stimulus package program that subsidizes 65% of COBRA) already kicked in?

- Do I need any paperwork from you in order to facilitate getting unemployment?

- .....

Guest

Maybe 'Please print a copy of my last three reviews?'

Guest

Can I get a copy of everything in my personnel file?

What criteria was used to select me(or my position) to be let go?

Can't you do this one yourself by going to the performance website?

Guest

Having been severed in the late 2008 round, I thought I would clarify how the actual "event" takes place, so readers can appreciate what happens.

1) Attendees - when you are called in, there is usually an HR manager (not necessarily YOUR HR manager, but someone from the HR function)and a partner, director, someone who is viewed as the "authority" for your function. You may/may not actually report to this person.

2) "Statement" - in my case, the director who delivered the news was clearly speaking from an almost-memorized script. His comments were clearly stripped from any specific reference to me, to performance, to anything but "as of today, you are no longer employed by the Deloitte firm". I think he spoke no more than that and one other sentence.

3) Non-response to questions - I did ask the specific question as to why I was selected - no answer, silence. The director did not want to even meet my gaze. After about 1 minute or so, he stood up and silently left the room, leaving me with the HR manager.

4) HR has severence details - there is a pre-prepared packet with various information regarding the separation process, contacts, etc. In the shock of it one is not easily able to absorb it all, nor think of all the potential questions. In my case the HR manager was a nice person, spent about 45 minutes going through each page and commenting, then did in fact give me his contact information for further questions. (I did subsequently have them, and he did provide needed answers).

5) Surrender of property - On the spot you will be asked to hand over your pc, pda, and employee id badge. I was then escorted to my work area, where I packed my personal belongings in the presence of an HR assistant, and then left the building.

BE AWARE YOU WILL HAVE NO ACCESS TO YOUR PC OR DELOITTENET, SO HAVE ALL NEEDED ITEMS COPIED OR PRINTED IN ADVANCE.

My observation is unless you happen to know the "leader" delivering the message, and/or the HR person, you will get no personal, specific comments regarding why you were selected.

Because there is no explanation, the person is left to deal with their own feelings, suppositions, etc.

6) Notice to staff/colleagues - If you have staff who report to or work with you, be also aware that they may not be immediately told what has happened to you. In my case, no one was told for two days - one person was frantic when they learned that my email and phone # appeared to not work, so in advance note the emails of people who you want to contact afterward, because you have no other way to access them. Again in my case, once I finally made contact with one of my staff, they were upset because they thought I had chosen to left without informing them. When I told what had happened, they were even more upset because they felt that leadership was playing a big game with them - really no positive that came of it.

7) Client work in progress - Client work will most likely be similarly mishandled - I had several items in progress, no way to hand them over or properly close them (but frankly, by then I had decided it was not going to be a problem I would be allowed to solve). My staff ended up having to backfill to the "leader" what was in progress, priority, etc.

Any way you look at it, it is a ugly, poorly-executed process that leaves a very bad impression.

I hope nothing like this happens to you.

Guest

.make this a sticky

I was let go from the Boston office in 2008. Most of the interview was pretty much like what's been mentioned below, including the statement "as of today, you are no longer employed with the firm". I didn't ask the "why me" question either, its rhetorical and no answer, that could be possibly given by them, would satisfy you. The HR person was a little more forthcoming with help though, I wasn't escorted out of the office nor was I followed to my desk. I asked for some time to copy my personal stuff and she readily obliged. I also requested to keep my PDA and she didn't have any issue. Since some others have also mentioned that they were escorted out, I think this might differ from office to office.

Priory of Sion Joined: 16 Aug 2007 Posts: 320

I was let go in January from 25 Broadway in NYC. Had the same experience except for the escort out.

HR manager suggested i take the time i needed to print out pay statements, benefit statements etc from deloittenet. Ptr suggested transitioning any work and i was allowed to roam freely and turn my PDA, badge and computer in at my leisure.

I took the opportunity to send a farewell email to folks and provide them my contact info... always interesting to see who replies and who does not.

Guest

In my meeting, I asked "why me," and was told the economy is down, blah blah blah. I further specified, "you are not letting ALL of the analysts go - what exactly is it that has caused ME to be the one to go?" (stated in a much nicer way than that). I am very aware of my faults and could think of several reasons, but I was not given an answer. Too bad - could have used that to do a better job in the future, as no matter how bad the economy is, Deloitte cannot tell me they are making cuts at random.

My layoff was in the early morning, and I was told that I could take the rest of the day to do whatever I wanted to do. The partner was even nice enough to find an office "with a door" (that was specified to the Smart Space people) so that I could say my goodbyes, etc. From that office, I wrote my resume and submitted my first job application... which is now where I will be working. Sweet!

I have to say that while I was very disappointed to be laid off, I was very impressed with how Deloitte actually conducted the layoffs. Aside from the non-answer to my "why me" question (which I hated, but understood for legal reasons), I don't think they could have improved much about how that day went.

Guest

Forgot to sign my handle to that post - 6:08 Guest is me, not the originator of that quote Smile

Guest

Can you post lay off and severance details in the severance sticky?

Guest

I've stayed away from that thread because part of the severance package is signing a clause that says you will not disclose information about it. I'd also rather not post a lot of potentially identifying info.