Snap, the parent company of Snapchat, recently disclosed plans to lay off approximately 10% of its global workforce, amounting to around 500 employees, as reported by CNBC. The rationale behind this decision, according to a Snap spokesperson, was to foster more in-person collaboration and streamline hierarchical structures within the company, marking the latest in a series of layoffs since 2022.
The move prompted HR Brew to seek insights from two workplace experts regarding the impact of downsizing on collaboration and organizational hierarchy.
Joe Mull, a workplace expert and author of Employalty, expressed scepticism about the company’s stated objectives, highlighting the ambiguity surrounding the implementation of such measures. He raised pertinent questions about employee compliance with Return-to-Office (RTO) mandates and potential capacity constraints within physical office spaces. Mull noted that while layoffs might ostensibly align with enhancing collaboration, they could also evoke fear and destabilize employee trust, thereby hindering collective efforts within the organization.
Tara Salinas, a professor of business ethics at the University of San Diego, echoed Mull’s sentiments, emphasizing the challenges of cultivating a collaborative culture amidst mass layoffs. She underscored the importance of psychological safety and a sense of belonging for employees to actively contribute to the organization’s goals. Salinas cautioned against expecting immediate improvements in collaboration solely through hierarchical restructuring, citing potential disruptions and confusion among employees.
Regarding Snap’s objective of reducing hierarchy, Mull acknowledged the potential benefits of streamlining leadership structures to enhance employee connectivity and communication channels. However, Salinas cautioned against expecting immediate results, emphasizing the need for a comprehensive plan to navigate the transitional phase effectively.
In light of these perspectives, both experts emphasized the critical role of HR professionals in fostering transparent communication and sharing a clear roadmap with employees. Mull emphasized the importance of preparing employees for potential future developments, while Salinas stressed the need for a cohesive strategy to cultivate a collaborative environment conducive to the company’s long-term success.
