The Financial Times, which first reported the EY firings, referred to these instances of being dismissed for minor offenses as "stealth firing."
Joe Galvin, the chief research officer at the executive coaching platform Vistage, told Business Insider that this sneaky sacking is "a "covert behind-the-scenes activity" that "violates the principle of respect for the individual."
A corporation might think: "I'm trying to downsize a little bit without saying I'm downsizing a little bit," Galvin said.
"So you go through this process that does nothing but break trust."
Short-term gain for long-term problems
Stealth firing leads from an era of "quiet firing," where companies methodically made employees' roles increasingly uncomfortable and less appealing, such as implementing strict return-to-office mandates.
This trend, along with the quietly agreed-upon severance packages of "silent layoffs," is a tactic to avoid the optics of publicly cutting dozens of staff.
Cynthia Patterson, the founder of the HR consultancy firm PeopleOps.how, who has 20 years of experience in HR across tech, AI, healthcare, and retail industries, told BI that while quietly trimming headcounts in these ways may work in the short term, they can cause serious issues for a workplace.
"Any short-term outcome is offset by the negative cultural impact," Patterson said. "Employees are left second-guessing their own value and stability, creating an environment of anxiety and mistrust."
"This dynamic mirrors the patterns of toxic and/or abusive work cultures, where fear and uncertainty are used — intentionally or not — as tools for behavioral control," Patterson said.
A shift in power
People are also perceptive, and employees who see their colleagues be shown the door for minor indiscretions will only make them wary and dissatisfied.
Patterson told BI companies who push people out in arbitrary ways are mistakenly viewing avoidance as kindness.
"Employee performance management is part of running a business," she said. "And it can't be skipped because it feels uncomfortable or inconvenient to the employer."
Stealth firing, Patterson said, simply exposes a company's inability or unwillingness to have honest, necessary conversations about performance — and "signals to employees that the organization doesn't have integrity."
Galvin told BI that companies willfully harming their reputations in this way may find they are the ones suffering and bleeding talent if an era of revenge quitting hits in 2025.
"The signs are pointing up toward a really strong 2025 — our community is energized, hiring's going back up again, investments are going up, expectations for profits and revenues are up," he said. "The power shifting."
Weigh up your options
It's always a smaller world than you think when it comes to work and looking for your next job, Ciara Harrington, the chief people officer of the leadership training platform Skillsoft, told BI.
"It's in the interest of everybody to keep good relationships," she said. "I don't think anybody really wants to leave a company on bad terms."
Sometimes, companies have to let their staff go, and the best thing for everyone is to do so with respect and honesty. That way, while the news isn't what the employees hope for, they still maintain a level of respect for the company.
The alternative is that employees post on public platforms such as LinkedIn, TikTok, Reddit, and job review sites about their negative experiences, such as how they felt undervalued and lied to.
Patterson said these stories could reach future employees, customers, investors, and even employment lawyers, opening up companies to potential legal disputes.
"Strong companies know their employees are human beings and deserve to be treated as such," Patterson said.
Galvin told BI that if there are signs that your company is looking to stealth fire you, it's time to start weighing your options.
Even if your employer isn't planning on firing you, if their communication is poor, and you feel unsafe, it's best to get out anyway.
"In the absence of a story, we create one," Galvin said. "If you sense that's happening to you, you either have the direct conversation with your manager or start looking for your next job."
Author Kylie Mohr joined a training group this fall to learn how to set fires.
Courtesy of Kara Karboski
Puffs of smoke rose above a meadow in northeastern Washington as a small test fire danced in the grass a few feet away from me. Pleased by its slow, controlled behavior, my crew members and I, as part of a training program led by the nonprofit organization The Nature Conservancy and the Washington State Department of Natural Resources, began to light the rest of the field on fire. The scene had all the trappings of a wildfire — water hoses, fire engines, people in flame-resistant outfits. But we weren't there to fight it; we were there to light it.
It might sound counterintuitive, but prescribed fires, or intentionally lit fires, help lessen fire's destruction. Natural flames sparked by lightning and intentional blazes lit by Indigenous peoples have historically helped clean up excess vegetation that now serves as fuel for the wildfires that regularly threaten people's homes and lives across the West and, increasingly, across the country.
For millennia, lighting fires was common practice in America. But in the mid-to-late 1800s, the US outlawed Indigenous burning practices and started suppressing wildfires, resulting in a massive buildup of flammable brush and trees. That combined with the dry, hot conditions caused by the climate crisis has left much of the country at a dangerously high risk of devastating wildfires. The top 10 most destructive years by acreage burned have all occurred since 2004.
In the late 1960s and early 1970s, federal land managers reevaluated their approach to fire and did the first prescribed burns in national parks. We're still making up for lost time: Scientists and land managers say millions more acres of prescribed burns are necessary to keep the country from burning out of control.
But the scale of the task doesn't match that of the labor force, whose focus is often extinguishing fires, not starting them. Responding to the increase in natural disasters has left America with few resources to actually keep them from happening. As Mark Charlton, a prescribed-fire specialist with The Nature Conservancy, told me, "We need more people, and we need more time."
This fall, I outfitted myself in fire-resistant clothing and boots, donned a hard hat, and joined a training program called TREX to better understand how prescribed burns work. TREX hosts collaborative burns to provide training opportunities in the field for people from different employers and backgrounds. The hope is that more people will earn the qualifications they need to lead and participate in burns for the agencies they work for back home.
Our team would walk across the area we planned to burn to collect data on weather and fire behavior.
Courtesy of Kara Karboski
The program's emphasis on learning, coupled with the support of the University of Idaho's Artists-in-Fire Residency (which helped pay my way), is why I, a journalist with no fire jobs on my résumé, could join a prescribed-fire module of about two dozen more experienced participants. I had to pass a fitness test — speed walking three miles with a 45-pound backpack in under 45 minutes — take 40 hours' worth of online coursework, and complete field-operations training to participate as a crew member. While hundreds of people have participated in TREX burns across the country since the program's inception in 2008, the dramatic growth of wildfires is outpacing the number of people being trained to reduce their impact.
The Forest Service manages 193 million acres of forests and grasslands across the country, burning an average of about 1.4 million acres, roughly the size of Delaware, each year with prescribed burns. It burned a record 2 million acres in fiscal 2023. But it's still not enough preparation, considering wildfires have burned over 10 million acres in recent years and people continue building and living in wildfire-prone areas. "It's a huge workload we have, and we know it," said Adam Mendonca, a deputy director of fire and aviation management for the Forest Service who oversees the agency's prescribed-fire program. The agency plans to chip away at the problem with the roughly 11,300 wildland firefighters it employs each year who squeeze the work in during the offseason, when there are fewer fires to fight.
But relying on wildland firefighters can be problematic. "We only have those resources for a short time," said Charlton, who served as the incident commander on the Washington burns I joined this fall. "After a long fire season, people are exhausted. It's hard to get people to commit." Plus, wildfires are increasingly overlapping with the ideal windows to do prescribed burns — often the spring and the fall, when conditions are cooler and wetter, making fires easier to tame.
That was especially true this year: Multiple large fires burned across the West into October. These late-season wildfires, coupled with two hurricanes that firefighters helped respond to, strained federal resources. That month, the nation's fire-preparedness level increased to a 5 — the highest level — indicating the country's emergency crews were at their maximum capacity and would've struggled to respond to new incidents.
In response to the elevated preparedness level, the National Multi-Agency Coordinating Group urged "extreme caution" in executing new prescribed fires, saying backup firefighters or equipment might not be available. "We get to the point where we're competing for resources," said Kyle Lapham, the certified-burner-program manager for the Washington State Department of Natural Resources and the burn boss on the Washington burns.
There's also a qualification shortage. Prescribed burns require a well-rounded group with a variety of expertise and positions — including a burn boss, who runs the show and must have years of training. Charlton estimated that hundreds more qualified burn bosses are necessary to tackle nationwide prescribed-burn goals.
A lot of planning — and trained expertise — is required before any burning can begin.
Courtesy of Adam Gebauer
Just as concerning is an interest shortage. The Forest Service has struggled to hire for and maintain its federal firefighting force in recent years, in large part because of poor pay (federal firefighter base pay was raised to $15 an hour in 2022) and other labor disputes over job classifications, pay raises, staffing, and more. The agency is also expecting budget cuts next year and has already said it won't be able to hire its usual seasonal workforce as a result.
Legislation inching its way through Congress could help, though its fate under a new administration is unclear. The National Prescribed Fire Act of 2024 would direct hundreds of millions of dollars to the Forest Service and the US Department of the Interior for prescribed burns, including investment in training a skilled workforce — but it hasn't progressed past a Senate subcommittee hearing in June.
Without a boost in funding, the agency will continue relying heavily on partnerships with nonprofits like The Nature Conservancy and the National Forest Foundation to staff prescribed burns. The Forest Service also recently expanded its Prescribed Fire Training Center to host educational opportunities out West. Critically, though, time is of the essence.
During my TREX training in October, about 20 foresters and firefighters from as far south as Texas and as far north as British Columbia worked beside me. Our group included employees of the Washington Department of Natural Resources and two citizens of the nearby Spokane Tribe of Indians, who have a robust prescribed-fire program of their own.
Over two weeks I got a front-row seat to how much planning (sometimes years) and time a single prescribed burn takes. We conducted several burns in the mountains north of Spokane on the property of a receptive landowner who'd hosted TREX in previous years. He provided the training ground and, in exchange, got work done on his property. This isn't a common scenario — burning on private land can be more complicated, and so more burns happen on state or federal property.
When I arrived, the burn's incident-management team had already put together a burn plan detailing our objectives — reducing wildfire risk to the landowner's house, thinning small tree saplings, knocking down invasive weeds, opening up more wildlife habitat — and the exact weather conditions, like wind speed, relative humidity, and temperature, we needed to safely burn. Prescribed burns on federal lands also go through an environmental review.
At the site, we scouted contained areas we would burn, called units, with trainees making additional plans for how to ignite and control fires. Keeping a fire in its intended location, called "holding," meant lots of prep work, like digging shallow trenches to box the fire in. During the burn, teams monitored smoke and occasionally sprayed the larger trees we wanted to preserve with water when flames threatened their canopies; others poured fuel on the ground, igniting bushes, grass, and smaller trees to slowly build the fire.
Those nights, I went to bed dreaming of smoke. I left with a deeper appreciation for those who set fires for a living.
Courtesy of Kara Karboski
Managing the fire didn't end when we finished burning the 30 or so acres. In some cases, it can involve days of monitoring and cleanup. To make sure the fire was out, my crew and I combed through areas we'd burned the day before for smoke or heat. If we discovered something still smoking, we'd churn up the ground with a shovel or pickax, douse the hot spot with water, and repeat. Just when we thought we were done, we'd find another spot we'd missed.
I went to bed those nights dreaming of little puffs of smoke and woke up with small flakes of ash embedded behind my ears. The work was rewarding and exhausting — I left with a deeper appreciation for the workers who do it for a living.
While every prescribed burn is different, it's always a careful equation. Everything needs to line up: supportive communities, the right weather, and, of course, the workers necessary to plan, burn, and extinguish. Only then can you light the match.
Kylie Mohr is a Montana-based freelance journalist and correspondent for the magazine High Country News.
Deel CEO Alex Bouaziz told BI he considers product, people and tech when picking acquisition targets.
On Thursday, Deel announced it acquired Assemble to boost its all-in-one HR platform capabilities.
It's Deel's fifth acquisition in 2024 and 10th since its 2019 launch.
When Alex Bouaziz, the cofounder and CEO of Deel, lines up his next acquisition, he considers three core criteria: product, people, and tech.
Deel needs a clear M&A strategy. The global HR platform has now acquired 10 companies since its 2019 launch. And, on Thursday, it announced its fifth acquisition of the year — Assemble, a compensation management and analytics startup.
"For every company we acquire, we speak to 1,000," Bouaziz told Business Insider. "So it's definitely a small ratio of acquisition to targets."
He added, "It's super important for our long-term strategy to pick the best companies in their space, bring them into our product suite, rebuild, and innovate together as a team with a lot more resources."
Deel plans to integrate Assemble's tech within its talent management HR, AI, and payroll tools for an all-in-one platform. The company says the acquisition will help it become a platform that offers payroll, compensation, performance, and other HR tools all in one place.
Acquisition spree
Earlier this year, Deel acquired Zavvy, a German-based people development platform; PaySpace, a payroll company; Hofy, a software firm; and Atlantic Money, a fintech.
Some of those deals have focused on increasing the time of getting a product to market, instead of building it in-house.
Bouaziz said other acquisitions aimed to bring specific talent and skills into Deel, a type of M&A known as aqui-hires. As the company scales rapidly, Bouaziz said it can often encounter a skills gap.
"The one thing that, as we build, we sometimes lack is true knowledge in all areas," he said. "Bringing their brains and their entrepreneurial spirits and bringing them next to us in terms of building innovation and making it better is something that is super positive for the company."
Deel also looks at company culture and integrating tech stacks when picking acquisition targets.
"Even if the product is amazing, even if they are the best of the best, if they don't align with our internal culture and how we see the world in terms of what we want to build for our customers, it's typically not going to work," Bouaziz said. "We would never do an acquisition where the founders and myself didn't see eye to eye in terms of culture."
Post-acquisition, Bouaziz said he typically has the founders of the acquired business report to him to help smooth the transition.
HR tech boom
Deel has grown significantly since it was founded more than five years ago by Bouaziz and Shuo Wang, who met while studying at MIT.
Bouaziz says the company now has over 35,000 customers and has been profitable for the last two years. Deel is valued at $12 billion and has raised $650 million since it was founded.
The company has also grown to over 4,000 employees worldwide in over 100 different countries. It operates as a remote-first company with a work-from-anywhere option.
"The world kind of went crazy with COVID, and I think a lot of people realized that there's enough talent everywhere, and we really wanted to build that infrastructure," said Bouaziz.
Its journey as one of the fastest-ever growing software companies hasn't always been smooth. In March 2023, Business Insider spoke with more than 30 current or former Deel workers about the HR company's rapid scaling, which some described as a grow-at-all-costs approach that required working long hours. Some employees said they were misclassified as independent contractors, which Deel disputed.
Deel reached $500 million in annual recurring revenue in March — and it sees even more scope for growth. Bouaziz says HR tech needs and international hiring have been on the rise for years, creating demand for services like Deel's.
"I think we're a good example of a company that's leading the way on how you get to bring the best people together in order to build the best product for your customers," Bouaziz said.
Michael Doolin has been in the HR industry for 36 years, working for multinational companies.
Clover HR
Michael Doolin has worked as a HR director for British Airways, PwC Ireland, and DHL.
Doolin said managers often give subtle signs that they are considering employees for promotion.
Being asked to represent the company, lead trainings or given new responsibilities are good signs.
This as-told-to essay is based on a transcribed conversation with Michael Doolin, CEO of Clover HR and former human resources director at PwC, British Airways, and DPD in Ireland. The following has been edited for length and clarity.
A promotion might mean a new job title or an increase in status, it could also represent a pay rise or bring an improvement in your benefits package. A promotion is a sign of progress, of improvement, and sometimes of vindication. It's recognition that hard work pays off.
People are promoted for different reasons. They might have achieved a new professional qualification, like, for those in accountancy, law or medicine. It could come because you've met milestones, brought in new customers, or received positive feedback from clients.
Either way, here are six signs that you might be heading toward a promotion at work.
Changes within your organization
Look out for shifts in your company. Is it expanding or restructuring, or is your boss being promoted? Changes in an organization throw up opportunities all the time, and you may be unexpectedly earmarked for a new role.
However, in some mature organizations, the chain of succession could be more concrete. My second job, for example, was at Ford Motor Company, which was a highly structured organization where your career was mapped out for the next five to 10 years.
This approach works in some companies, but it has a habit of coming asunder when life gets in the way. I think there's a balance to be struck between mapping everything out and being flexible.
However, for many companies workplace reorganization creates space for promotions.
Positive feedback
You should be having regular performance management discussions. If you're receiving positive feedback there, it will give you an indication of whether your employer is happy with your work. You might be asked about your career goals, too, which can be a promising sign.
Being asked to represent your company
Senior managers might encourage you to attend exhibitions or get involved in extra-curricular activities on behalf of the company. They might request that you act as an ambassador for the organization, or you might find yourself being asked to speak at events. While it's no guarantee of a promotion, it's further evidence that you're valued at work and may be considered for one when it comes.
Being introduced to new people
Being sought out to meet new people, whether that's invitations to meetings or introductions to customers, is another important indication that your opinions and contribution to the company are valued.
Being asked for your input
If your boss often asks for your opinion, it's a positive sign. It shows that they respect your judgment and appreciate your feedback. Use these as opportunities to take initiative and prove your worth to your manager. Do so in a subtle way: volunteering, writing proposals, or taking on additional responsibilities. Never forget that making your boss look good is a great way to set yourself apart.
Taking on extra responsibility
Being asked to take on extra responsibility is another signal that you're eligible for a promotion. Common examples of this are being asked to take on more work or new clients. Alternatively, you might be asked to mentor less experienced members of the team or lead training.
If you want a promotion, you should be looking to take on more responsibility all the time, as it shows a willingness to learn and add value. Being given a new responsibility is an opportunity for managers to assess your suitability for a new role. And for you, it's a chance to prove yourself.
Asking for a promotion
If you're unsure whether you're up for a promotion, ask your boss directly. Too often, employees assume their manager knows they want to be promoted. People who are consistently striving for promotions should have a clear conversation about promotions at least once a year.
My advice is to ask your boss, "Can we have a conversation about me and where I'm at?" This conversation might be during an appraisal discussion, it might come up in a car journey, or even subtly over coffee.
You can be direct: make it clear that you think you're ready for advancement and put a business case forward as to why you should be considered. After the discussion, get it documented in writing where you want to be and how quickly you want to get there.
Should you accept a promotion if it's offered?
Many times, we have a classic conundrum where someone is asked to do a different role overnight with little preparation. A promotion may not always be right for you, and you may not choose to accept one if it's offered.
Depending on the degree of ambition, I generally advise accepting the promotion and paddling very, very hard underwater while asking for training, support, and guidance to help you thrive in your new role.
Once upon a time, corporate bosses, associates, and interns alike would set aside their different titles and gather each December for drinks, dancing, and conversation. There would be gourmet dinners, chocolate fountains, DJs, and even live bands. For some, it was a night of merriment and splendor; for others, of awkward small talk, followed by deep regret.
Then the holiday party became endangered. In the wake of #MeToo in 2017, more professionals began rethinking the wisdom of a boozed-up night with their colleagues. The pandemic and remote work delivered a near death blow. In a 2020 survey of about 200 HR representatives by the executive-outplacement firm Challenger, Gray & Christmas, a mere 23% said they opted for seasonal celebrations, nearly three-quarters of which would be held virtually.
But as the return to offices continues, companies are slowly reinstituting holiday parties. Last year, nearly 65% of companies surveyed by Challenger, Gray, & Christmas said they planned to host in-person holiday parties, within sight of the 80% reported in 2016, before the advent of #MeToo. If plans pan out, this year could have before-times levels of corporate holiday cheer.
The return of the office holiday party could be a happier development than many jaded workers are likely inclined to presume. With two-thirds of the American white-collar workforce working remotely either some or all of the time, according to a USA Today survey conducted earlier this year, face time with colleagues and superiors is no longer a default feature of the 9-to-5. That might not be a big deal for everyone, but early-career workers stand to pay the steepest professional price for missing out on the kinds of networking and mentorship opportunities that are likelier to happen organically in a shared physical space. All the while, workers across the board are feeling increasingly lonely, overextended, and disengaged. They need something — anything — to celebrate.
In a work environment punctuated by uncertainty and isolation, it might be premature to let one's inner Scrooge have the final word on the tradition.
From Fezziwig's ball in "A Christmas Carol" to the power-suited backdrop of the 1988 Christmas Eve action thriller "Die Hard," the workplace holiday party has been a fixture of the cultural imagination for generations. But in the mid-20th century, the event garnered its enduring reputation for sloppiness and day-after regret. A 1948 Life magazine photo spread from a Christmas party thrown in the office of a Manhattan insurance brokerage depicts, among other modern-day HR violations, a pantless male executive dancing arm in arm with a young female stenographer and a pair of colleagues leaning in for a smooch beneath a bundle of mistletoe.
Somewhere along the way, festivities evolved from low-key gatherings held at the office to lavish affairs that might include gourmet meals, hired entertainment, and even international travel and accommodation on the boss' dime. The pandemic notwithstanding, the economic pendulum has largely dictated its tilt toward excess or restraint.
I've never experienced a company holiday party like it since.
As a Toronto-area DJ during the halcyon days of the late-'90s dot-com bubble, Baruch Labunski had a front-row seat to corporate-party splendor. "I went to many and saw a lot of crazy things," he said. He described being flown to DJ holiday parties in far-flung global destinations such as Bora Bora, Palawan, and Ibiza — and, on top of that, getting paid $50,000 to $100,000 per event. (When I asked how many holiday parties he booked in a typical season, he said only "many.") By the time the dot-com bubble burst and the demand for his services cooled, Labunski had tired himself out of the DJ booth and pivoted to a career in marketing.
Economic recovery in the mid-2000s spurred a holiday-party renaissance, only to be dashed once again in the 2008 recession. A few years later, Wall Street firms were reportedly back to enjoying hush-hush holiday festivities reminiscent of their heydays. The free-money firehose of the ZIRP era was in full force, and excess was back in style.
Danielle Kane, who was a reporter for a niche New York City financial-services publication between 2015 and 2017, said that one year her company flew the entire staff of 50 to 75 people to Berlin. "Hotels and flights were paid for, there was an experiential dinner at the Berlin TV Tower, and then they paid for everyone to get into a fancy club afterwards," she said. "It was a late night, and I've never experienced a company holiday party like it since."
For all their fun, these often cringe-inducing affairs earned a bad rap — one that may come to bite younger workers.
Despite some companies' largesse, the general workforce's enthusiasm for holiday parties has long been mixed. In a 2017 survey of American workers by Randstad, 90% of respondents said they'd rather receive bonuses or extra vacation days than attend a company holiday party. "The ideal situation," Constance Noonan Hadley, an organizational psychologist, told me, "is to offer activities that foster employee social health (such as a holiday party) without asking them to sacrifice their financial health (such as a bonus) or their mental health (such as time off)."
Companies squander the opportunity to make holiday gatherings meaningful in all sorts of small but critical ways. Hadley said the Christmas-specific focus of many company holiday parties could be alienating to workers who follow non-Christian religious traditions. Parties are often held at inconvenient times and places — too late on a weeknight for parents, in a location that has expensive parking or is hard to access. Holiday parties at big firms can also be loud, hot, and crowded, which makes it difficult to have meaningful conversations or meet new people.
Simply put, face time matters.
Well-planned company holiday parties, on the other hand, can be a boon to employees' overall work experience and even strengthen company culture. A study of workers at several German companies in 2019 concluded that parties could encourage social bonding, especially when employees' feedback steered the planning. The study suggests, for example, that icebreaker activities that get people from different parts of the organization talking help build camaraderie, despite the eye rolls they may initially provoke. Over time, that can contribute to a happier and more cohesive work environment.
For early-career workers, the benefits can be more pronounced. Rick Hermanns, the president and CEO of HireQuest, a global staffing company, said social events could help make up for the "intangible aspects of career growth and camaraderie between colleagues" that younger workers may miss out on when they're partly or fully remote. In a 2023 Adobe poll of more than 1,000 Gen Z workers at midsize and large US companies, 83% of respondents said a workplace mentor was crucial for their career, but only 52% said they had one. While holiday parties aren't the be-all and end-all of workplace networking, they provide a critical opening to build and fortify connections.
"When I look back at my early career in banking in Los Angeles, I appreciated the time I had to walk into a senior executive's office or grab a beer after work with colleagues," Hermanns said. "Those are the intangibles you can't quantify yet ultimately impact your career growth." Simply put, face time matters.
It makes sense that Gen Z and millennial workers would be more enthusiastic about workplace holiday get-togethers than their Gen X and baby-boomer counterparts. "Company leaders need to help Gen Z — as well as millennials, whose workplace experience was hugely disrupted by COVID — to build strong interpersonal workplace relationships," Hubert Palan, the CEO of the product-management company Productboard, told Business Insider last year.
Given that much of the global workforce feels lonely on the job, it's not just the youngest workers who need a social boost. A new study Hadley coauthored evaluating workplace loneliness and remedies found that the loneliest people at work were those who were offered the fewest social opportunities by their employer. "In fact, the number of social offerings provided was one of our most predictive variables in terms of whether someone was socially connected at work or not," she told me. Hadley also found that while fully remote work did seem to increase the risk of loneliness, it was less significant of a variable than whether a person was introverted or worked for an organization that held regular social activities for staffers.
The German study suggests that a holiday party can serve as the ritual capstone for these more routine coworker events, making year-end hobnobbing just a little extra special. While the ideal party activities will depend on an organization's culture, a few basic considerations — such as hosting the event somewhere besides the boring old office — go a long way. Elements of fun help too, whether they take the form of a themed photo booth, a creative dining experience, or, yes, a DJ.
A dash of festive foresight can make the difference between the raunchy affairs of yesteryear and a few hours of meaningful, PG-rated bonding between coworkers. "A nice holiday event gives people a break in their wallets and signals that the leaders value personal connections and socializing," Hadley said.
For a company's youngest workers, the benefits may last a professional lifetime.
Kelli María Korducki is a journalist whose work focuses on work, tech, and culture. She's based in New York City.
Over the past two years, American businesses have been engaged in a rapid-fire restructuring of their corporate hierarchies. In the name of "flattening," they've been waging war on middle managers — trimming an entire tier of supervisory jobs that Mark Zuckerberg derided as nothing more than "managers managing managers, managing managers, managing managers, managing the people who are doing the work." Following Meta's lead, Citi reduced its 13 layers of management to eight. UPS axed 12,000 of its 85,000 managers. And in September, Amazon announced plans to increase its ratio of workers to supervisors by at least 15%. "I hate bureaucracy," CEO Andy Jassy declared, echoing the zeal for "efficiency" that Elon Musk, one of the pioneers of the current corporate flattening, is now seeking to unleash on the halls of government.
But here's the thing: It's not just that tens of thousands of middle managers have lost their jobs. It's that the jobs themselves have been eliminated — and they may not be coming back.
To test that theory, I asked Revelio Labs, a workforce analytics provider, to crunch the numbers for me, using its database of job postings aggregated from across the internet. It divided employees into two buckets of managers (senior leadership and middle management) and two buckets of lower-level employees (experienced associates and junior workers). Then it looked at how many job openings employers are posting today, compared with the hiring heyday of 2022.
What the data reveals is stark. Earlier this year, when white-collar hiring was at its lowest point, openings for junior roles — entry-level positions requiring little to no prior experience — were down by 14%. But hiring had plunged by 43% for middle managers and 57% for senior leaders. If you had any sort of management experience, your job prospects were bleak.
Since then, though, we've seen a significant rebound in job postings for almost everyone — except middle managers. In October, employers were still advertising 42% fewer middle-management positions than they did in April 2022. Which means that those who lost their jobs in the Great Flattening are now facing a whole new horror: There aren't any positions left for them to take.
The assault on middle managers dates back to the 1980s, when globalization gave rise to a new philosophy of management that prioritized cost cutting over everything else. Supervisors — earning big salaries for rubber-stamping the work of their subordinates — became an easy target. Trim the fat, the thinking went, and the efficiencies will follow. From 1986 to 1998, one study found, the number of managers reporting to division heads dropped by 25%. At the same time, the number of managers reporting directly to a CEO nearly doubled.
Executives got the flattening that they wanted. But it's unclear whether getting rid of middle managers actually made companies run more efficiently. As I wrote last year, one study found that businesses with fewer layers of management were able to deliver their products faster. But study after study found that when middle managers do their jobs right, they bolster performance more than either top executives or ground-level employees. Supervisors do real work. They motivate. They mentor. They communicate critical information to and from different parts of the company. They smooth out glitches and spot opportunities. They're the ones who keep the trains running.
But now is an especially bad time to be an experienced supervisor. According to an analysis by Live Data Technologies, another workforce analytics provider, middle managers made up 32% of layoffs last year, compared with 20% in 2019. And as the data from Revelio Labs shows, companies appear to have no intention of refilling those supervisory roles, even as they resume hiring for lower-level jobs. That has created a double whammy for middle managers: There's a sharp spike in job seekers, and they're competing for an increasingly small universe of open roles.
Over the past year I've heard from hundreds of managers mired in this double whammy. What's struck me is how eerily similar their stories are. They all come across as smart and articulate. They're all in their late 40s to 50s. When they got laid off from their supervisory jobs, they didn't expect their job search to be too difficult. After all, they'd spent decades honing their skills and climbing the corporate ladder, often at leading companies. Surely, all that experience had to count for something. But despite sending out hundreds of applications, they can't get anyone to return their calls. They're utterly baffled, and they all have the same question: What is going on here?
It's only after seeing the data that I finally understand what's going on: There just aren't enough supervisory jobs to go around.
It's the question I've been asking, too — combing through government data, talking to employers and economists, studying applicant-tracking systems. Because so many of the frustrated job seekers are older, I thought maybe we were seeing some new form of age discrimination: Call it the Curse of the Gen X Professional. But it's only after seeing the data from Revelio Labs that I finally understand what's going on: There just aren't enough supervisory jobs to go around anymore.
In response, many displaced managers have swallowed their pride and started applying to jobs lower on the corporate food chain. As Revelio Labs' data shows, nonmanagerial jobs are faring much better these days — and you'd think companies would be thrilled to get the experience and know-how of seasoned professionals on the cheap. But take the example of a former middle manager I'll call Rick, who is 54. After getting rejected for all the supervisory jobs he could find, he widened his search to include entry-level positions — only to be rejected for being overqualified.
At this point, all Rick wants is a chance to prove himself. "Forget the titles, forget all that other stuff," he told me. "I just need a job. My unemployment runs out in about 30 days. I'll come in and do a great job for you."
This is the paradox that lies at the heart of the Great Flattening: The very experience that should be a selling point for senior leaders has become a liability. Some have tried deleting former jobs from their resumes, to hide their supervisory experience. Others, like Rick, omit the year they graduated from college. One former chief operating officer, whose search has gone so poorly that she's now applying to be an executive assistant, told me she addresses her overqualified-ness in her cover letters. "I understand that my résumé has some big titles on it, but let me tell you who I am at heart," she writes. "I really want to be doing this, and I'm not wedded to the title."
What all the out-of-work managers want to know is: When is the hiring freeze for supervisors going to thaw? That depends, in large part, on whether companies come to view the flattening as a success. Many CEOs insist they aren't getting rid of middle managers just to save money. They think having fewer layers of management will, as Zuckerberg put it, create a "stronger" company that can build "higher-quality products faster." That hints at a dark prospect for managers like Rick: The rung of the corporate ladder they spent their careers reaching could be gone for good.
There's a chance, of course, that the current craze for corporate flattening could ease over time. Companies are already discovering that having few middle managers is placing an enormous strain on their operations. The supervisors who survived the purge have been forced to take on much larger teams, and they're burned out to a crisp. Gen Zers, deprived of their mentors, are increasingly disengaged. Departments are more siloed than ever, with no one to do the tedious and thankless and essential work of coordinating across different teams. The best hope for managers like Rick is that CEOs are getting a real-time refresher in the value of managers.
"I'm not at that point in my life where I'm ready to take that step back," Rick told me. "I just want to work with good people and enjoy what I'm doing. I could go to Domino's and start delivering pizza. But I know I can do a lot more than that."
Aki Ito is a chief correspondent at Business Insider.
But the same pattern may apply to the workplace, too. Many job seekers complain of inconsistent behavior from hiring managers, CNBC reported, being flattered and praised one minute and ghosted the next.
"Love-bombing during job interviews happens all too often when recruiters or hiring managers want to keep you interested in them while they figure things out behind the scenes," Renee Barber, the global director of recruiting for TYR Talent Solutions who has over 20 years of experience in the recruitment industry, told Business Insider.
"They may overhype your chances to keep you interested," Barber said. "Especially if they're not ready to make a decision or they need to buy time without being direct about the actual situation."
Janine Chidlow, the managing director of EMEA at the global talent firm Wilson, told BI that love-bombing not only disrupts a candidate's career expectations "but also raises questions about organizational integrity and employer branding."
"This phenomenon isn't new," she said. "But its frequency and impact have surged."
Love-bombing may serve as a "morale-booster" for both candidates and interviewers, Chidlow said.
Amanda Fischer, an executive leadership and career coach who is the founder of AMF Coaching & Consulting, said that some recruiters and hiring managers want everyone they are interviewing to feel optimistic about the role so they don't lose out on the best candidates.
They may also want to create a strong connection so the candidate to make them less likely to negotiate further.
"In this particular instance, that is a highly manipulative move," Fischer said.
It may not always be a scheme, though, and some recruiters and hiring managers may be love-bombing without realizing it.
"They could genuinely be excited about a candidate and might not see how the excessive compliments could backfire," Barber said.
There are plenty of ways to recognize love-bombing during the interview stages.
According to Barber, some signs are excessive compliments, like being told you're exactly what the company is looking for, or that you're the best candidate being interviewed, or being given unrealistic promises, such as if they talk about you "being a great fit for the team" or "starting soon" before they've actually made a decision.
Fischer told BI that pressure for a quick decision is also "a huge red flag."
"From my perspective, there are very few circumstances where you should accept a role the moment it's offered," Fischer said.
Barber agreed, adding that if there is a long delay or no communication after the interview, "it's a sign that the praise might have just been a way to keep you interested before they made their decision."
What to do about it
Love-bombing during the interview process is symptomatic of deeper issues in recruitment, Chidlow said.
"While it may yield short-term gains in market perception, the long-term costs — disillusioned candidates, damaged reputations, and high turnover — far outweigh the benefits," she said.
"By prioritizing transparency and respect, organizations can foster genuine connections with candidates, ensuring a healthier, more productive recruitment process."
If you think the person on the other end of the interview desk is love-bombing you, it's good to set expectations early, Barber said.
"Before you wrap up the interview, feel free to ask when you can expect to hear back and what the next steps are," she said. "This can help you keep track of the process and avoid getting strung along."
