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Bartleby: How to do lay-offs right
巴托比：如何正確裁員
It means thinking primarily about the people who are left behind
要優先考慮那些留下的人
It’s not just Twitter.
不僅僅是推特。
The pink slips are piling up at some of the biggest names in tech.
一些科技巨頭的解雇通知書也已經堆積如山。
Mark Zuckerberg, the founder of Meta, is eliminating more than 11,000 roles, around 13% of the social-media company’s workforce.
Meta的創始人馬克·扎克伯格將裁員超1.1萬人，約占這家社交媒體公司員工總數的13%。
On November 22nd HP announced up to 6,000 job losses, which would be around 10% of the IT firm’s staff.
11月22日，惠普宣布裁員6000人，約占該信息技術公司員工總數的10%。
Amazon’s boss, Andy Jassy, has warned of more cuts next year, on top of those already unveiled in the retailer’s devices and books businesses.
亞馬遜的老板安迪·賈西警告說，除了已經公布的設備和圖書業務部門的裁員外，明年還會有更多的裁員。
Stripe revealed that 14% of the staff at the digital-payments firm were being let go.
Stripe透露，這家數字支付公司有14%的員工被解雇。
Snap and Shopify announced their own rounds of lay-offs earlier in the summer.
今年夏天早些時候，Snap和Shopify公布了幾輪裁員計劃。
Jobs are disappearing in other industries, too.
其他行業的就業機會也在消失。
Investment banks have started paring staff in anticipation of a slowdown in dealmaking.
投資銀行已經開始裁員，以應對之后的交易放緩。
Property firms are laying people off as housing markets cool.
隨著房地產市場降溫，房地產公司也紛紛裁員。
Beyond Meat, which makes plant-based products, cut almost 20% of its workforce in October.
生產植物性產品的Beyond Meat在10月份裁員近20%。
The people who suffer most from lay-offs are those who lose their jobs.
受裁員影響最大的是那些失業的人。
But the colleagues who are left behind also endure lasting consequences; and for managers, this group is the one that determines success.
但留下的同事承受的余波也很持久；對于管理者來說，這些人是公司成功的決定性因素。
Some suffer a form of survivors’ guilt, asking themselves why they kept their jobs and colleagues did not.
一些人會陷入幸存者內疚，疑惑為什么自己保住了工作，而同事們卻沒有。
(Only at Twitter do the people leaving feel guilty about those who are left behind.)
(只有被推特裁掉的人才會對那些留下的感到內疚。)
Others must grapple with the practicalities of replacing departed workers and with the stress of heightened job insecurity: if the axe has fallen once, it may do so again.
其他人則必須努力應對接替離職員工的現實問題，以及工作更加不穩定所帶來的壓力：裁員的斧子能掉下來一次，就能掉下來第二次。
The results can be depressed morale, lower productivity and unexpected costs.
這可能會導致士氣低落、生產力下降，并帶來意外成本。
Research conducted in 2008 by two academics at the University of Wisconsin-Madison found that, for an average company, downsizing the workforce by 1% was associated with a 31% increase in voluntary turnover rates.
威斯康星大學麥迪遜分校的兩位學者在2008年進行的研究發現，對于一家普通公司來說，裁員1%會導致自愿離職率升高31%。
That means more disruption as well as additional money spent on filling open positions.
這意味著公司會受到更多干擾，還需要花更多資金來填補職位空缺。
To keep survivors motivated, managers need to get three things right.
為了保持幸存員工的積極性，管理者需要做好三件事。
The first imperative is to appear fair.
首先就是要顯得公平。
This is a capacious concept.
這是一個寬泛的概念。
Fairness involves treating departing colleagues well: one particular wrinkle with the current tech lay-offs is that they affect lots of immigrant workers, whose eligibility to remain in America is now in doubt.
“公平”包括善待離職的同事：當前科技公司裁員的一個特殊問題是，裁員影響了大量移民工人，導致他們的留美資格存疑。
It means showing sensitivity about executive compensation: saying that downsizing is the hardest thing you’ve ever done is less credible when profit-related bonuses end up paying for another weekend house.
“公平”意味著要對高管薪酬表現出敏感：當利潤相關的獎金最終用來購買另一棟周末度假屋時，“裁員是我做過的最困難的事情”這種說法就不那么可信了。
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