All these are out-of-character behaviour, which, again, businesses are doing because of an extraordinary condition they may not have faced before.
And I believe that workers should also be aware that a financial crisis may be their first, so there might not be a template for it, since that is what they need to be aware of. Management may be trying to build a plane as they fall down the cliff, and eventually, some companies get it right, some companies do n’t get it so. In that regard, just the selection that is made is communicated to the employees. But along the means, yes, there will be all these symptoms.
And I believe that people does not act on instinct and give in to a request for more information from the business as well.  ,
Gerald Tan:
You mentioned the stage,” Why me”? How do they typically choose who to reduce first when a company has decided to go for the retrenchment practice, according to your practice working with businesses?
Francis:
Companies typically look at the functions that may not be important or necessary for them to move on. But of course, they will always inevitably come to a point where, within the team, ( they ) need to pick two out of five to cut.
So how do ( they ) pick the two out of five? As a solicitor, I consistently advise my clients to rely on objective criteria, as stated in the bilateral expert on managing access labor.  ,
The easiest one to concentrate on is really based on performance, because if out of the five, you arbitrarily find two, any arbitrary selection generally does not sit well with people, because it’s a” Why me”? sort of thing. It’s like ( when ) people feel emotional ( when ), in a whole long line of cars, only ( their ) car got summoned but the other cars did n’t…  ,
Tiffany:
Yes, or ( when ) only your car gets stopped at the roadblock.  ,
Francis:
Yeah, right. Then you ( would ) be like,” Why me? This is bias”. So, to avoid these kinds of items, I often tell my customers,” Okay, if you need to find people, get based on performance and based on objective measures”.
So, for example, based on their last two performance appraisals, based on their own supervisors ‘ assessment, basically, something that you can justify, because the employee will always ask,” Why me”?, and you should have an answer to that.  ,