|
|
Post by Really Red on May 13, 2016 3:35:35 GMT
Tomorrow I get to sit and have lunch with the CEO of our very large company and ask him anything I wish. There are very few of us at the table. Our company has had quite a bit of layoffs and is not doing so great, so he's trying to create some goodwill.
I appreciate that, so I don't want to start of with WTF?!?!?
Bus seriously, what can I say that would make any sense at all. I want to say, "Do you have any idea what it's like to make $25K annually and live paycheck to paycheck" but I also want to be reasonable.
Is there a reasonable thing I can ask? Any ideas?
|
|
gsquaredmom
Pearl Clutcher
Posts: 4,078
Jun 26, 2014 17:43:22 GMT
|
Post by gsquaredmom on May 13, 2016 3:55:26 GMT
Tomorrow I get to sit and have lunch with the CEO of our very large company and ask him anything I wish. There are very few of us at the table. Our company has had quite a bit of layoffs and is not doing so great, so he's trying to create some goodwill. I appreciate that, so I don't want to start of with WTF?!?!? Bus seriously, what can I say that would make any sense at all. I want to say, "Do you have any idea what it's like to make $25K annually and live paycheck to paycheck" but I also want to be reasonable. Is there a reasonable thing I can ask? Any ideas? I might ask about the history of the company, establish some ties to the successful past, then ask about current conditions, what they foresee as the future of the company. Or, you could talk sports or weather. |
|
|
|
Post by jamielynn on May 13, 2016 4:31:55 GMT
What type of career advancements does he havd available to someone in your rol? What type of resources are available to someone in your role/team to utilize to get there?
What has changed in the last year or few in your job and how has that impacted you or your team?
What is your role with those bringing business to his company?
I think in addition to asking questions I'd be interested to share the value and drive I have and my teammates to get him to where he wants/needs to be business wise.
What makes you feel valued? Is that being done; what alterations would you recommend to him?
(An example is we had a popcorn cart on Fridays they "took away." Years later people still get upset not by the popcorn but the gesture removing that small benefit did for team morale).
|
|
perumbula
Pearl Clutcher
Posts: 3,439 
Location: Idaho
|
Post by perumbula on May 13, 2016 4:55:43 GMT
So you're not wanting to ask him how big of a bonus he got for the layoffs and how big his golden parachute is?
|
|
smginaz Suzy
Pearl Clutcher
Je suis desole.
Posts: 2,606
Jun 26, 2014 17:27:30 GMT
|
Post by smginaz Suzy on May 13, 2016 5:08:42 GMT
"What is some of the best advice you have received?"
"What keeps you awake at night?"
"What's the best non-business-related book you have read lately?"
"What question are you worried that someone will ask you?"
|
|
|
|
Post by Spongemom Scrappants on May 13, 2016 12:20:37 GMT
"What question are you worried that someone will ask you?"  Go there. And tell us what his answer was. |
|
grinningcat
Pearl Clutcher
Posts: 4,663
Jun 26, 2014 13:06:35 GMT
|
Post by grinningcat on May 13, 2016 12:28:38 GMT
So I suppose "What the fuck are you guys doing up there? Do you realise that you've completely destroyed morale and that no one gives a shit about the success of the company? Do you realise that every single person in this building (minus the few people who have drank the kool aid) are ready to walk out the door and are looking for other jobs because they know that management doesn't give a shit about them and doesn't care one tiny bit about their employees?" is not the kind of questioning you want to go with. Shame. Someone needs to be brutally honest with out of touch CEOs who think that sit downs like this one will make any difference because everyone knows it's just for optics. I think Spongemom Scrappants question is probably the closest I could get to a non-confrotational question towards a CEO. They are generally clueless about anything and anyone below them in the company or are just corrupt. Or a bit of both. |
|
Deleted
Posts: 0
May 3, 2024 5:38:18 GMT
|
Post by Deleted on May 13, 2016 12:29:23 GMT
What path do you see to creating an upswing in the business? What are the company's biggest hurdles right now and in the next few years? What role can I (and my coworkers) play in helping to create that upswing or solve those hurdles?
Has the company considered x training program or any educational/tuition reimbursements to further the knowledge of workers at lower levels?
Obviously he is seeking employees out, but you still need be careful and respectful. I would phrase every question positively and wouldn't use it as a chance to be snarky. But you don't want to be seen as "kissing up" either. And don't ask "gotcha" questions. Because you will be remembered either way.
|
|
Deleted
Posts: 0
May 3, 2024 5:38:18 GMT
|
Post by Deleted on May 13, 2016 12:48:59 GMT
I would ask him what he believes the employee perception about the morale, wages and layoffs is. I'd like to know how much, if at all, his opinion differs from reality.
|
|
Deleted
Posts: 0
May 3, 2024 5:38:18 GMT
|
Post by Deleted on May 13, 2016 12:57:00 GMT
To what or whom do you attribute your success?
What habits do you have that you think contribute to keeping your edge?
What in life do you feel prepared you to be a good CEO?
When people assume it's always a bed of roses in the CEO's office, how do you respond and what do you wish they knew?
|
|
|
|
Post by mikklynn on May 13, 2016 12:57:38 GMT
So I suppose "What the fuck are you guys doing up there? Do you realise that you've completely destroyed morale and that no one gives a shit about the success of the company? Do you realise that every single person in this building (minus the few people who have drank the kool aid) are ready to walk out the door and are looking for other jobs because they know that management doesn't give a shit about them and doesn't care one tiny bit about their employees?" You just described my company. I got a 2% raise, but the District Manager still got a bonus, even though we lost money. He is walking around talking about his $100k new boat and the $60k truck he bought to tow it.
They are reducing overhead (haha) by letting all the administrative assistants go.
There are some great ideas for questions here. Let us know how it goes!
|
|
|
|
Post by boatymcboatface on May 13, 2016 13:01:28 GMT
I'm a staff accountant and customer service in our call center. I would ask him how he thinks about the contribution of low level employees like me and what he sees is our future with the company long term.
|
|
|
|
Post by Really Red on May 13, 2016 13:05:51 GMT
"What is some of the best advice you have received?" "What keeps you awake at night?" "What's the best non-business-related book you have read lately?" "What question are you worried that someone will ask you?" I LOVE these questions!!!! The last one is one I often ask in smaller meetings or a version of it - what's the best question you've been asked today. Never thought about your version, which is much better and so excellent. I am totally using it. THANK YOU!!! |
|
|
|
Post by Really Red on May 13, 2016 13:08:08 GMT
So I suppose "What the fuck are you guys doing up there? Do you realise that you've completely destroyed morale and that no one gives a shit about the success of the company? Do you realise that every single person in this building (minus the few people who have drank the kool aid) are ready to walk out the door and are looking for other jobs because they know that management doesn't give a shit about them and doesn't care one tiny bit about their employees?" is not the kind of questioning you want to go with. Shame. Someone needs to be brutally honest with out of touch CEOs who think that sit downs like this one will make any difference because everyone knows it's just for optics. I think Spongemom Scrappants question is probably the closest I could get to a non-confrotational question towards a CEO. They are generally clueless about anything and anyone below them in the company or are just corrupt. Or a bit of both. That is EXACTLY what I want to say. EXACTLY. FWIW, I have heard over and over that he has taken a significant reduction in salary. From mid 20 millions to around 5 million. Poor pumpkin. I don't know about his bonus. |
|
Deleted
Posts: 0
May 3, 2024 5:38:18 GMT
|
Post by Deleted on May 13, 2016 13:17:20 GMT
I'd want to ask him why he's bothering with this sit-down at all. It's pretty insulting that they think something like this will foster good will when everyone knows your azz is in a sling if you ask the tough questions.
But, unless I had another job lined up, I'd probably go with smginaz Suzy's question. At least it puts him in a bit of a spot. And, like Spongemom said, be sure and report back on his answer if you do ask it! Carblover's question is good too. His answer would be very telling either way, and could lead to some great follow-up questions.
|
|
|
|
Post by crazy4scraps on May 13, 2016 15:01:54 GMT
I would ask him what he believes the employee perception about the morale, wages and layoffs is. I'd like to know how much, if at all, his opinion differs from reality.  DH and I used to watch Undercover Boss all the time, and it was amazing how many of the CEOs are totally shocked to discover that employee morale is in the toilet after upper management decides to cut staff, cut hours and cut perks. It's like they have no clue at all how those decisions will actually play out with the people on the front lines who suddenly have to work odd hours or different shifts and have to do more work for the same pay, all while stressing out with the worry about if or when they will be next on the chopping block, or who will watch their kids or how they'll get to their second job on time.  At least sometimes they see that the employees doing the work are real people with real problems and how hard their jobs really are, suddenly they stop being just numbers on a spreadsheet. |
|
Deleted
Posts: 0
May 3, 2024 5:38:18 GMT
|
Post by Deleted on May 13, 2016 15:04:40 GMT
- What is the turn around plan to return the company to profitability?
- What role will each department play?
- What is the execution timeline?
- What are the plans to improve employee engagement beyond these discussions?
Then bring YOUR ideas/thoughts/suggestions and high-level plans to the table. Don't make it a bitch session. If you do, you will lose any credibility you could possibly bring to the table. Use this great opportunity to identify yourself as a problem solver.
|
|
grinningcat
Pearl Clutcher
Posts: 4,663
Jun 26, 2014 13:06:35 GMT
|
Post by grinningcat on May 13, 2016 15:09:39 GMT
- What is the turn around plan to return the company to profitability? - What role will each department play? - What is the execution timeline? - What are the plans to improve employee engagement beyond these discussions? Then bring YOUR ideas/thoughts/suggestions and high-level plans to the table. Don't make it a bitch session. If you do, you will lose any credibility you could possibly bring to the table. Use this great opportunity to identify yourself as a problem solver. While I agree with the opportunity, I doubt any CEO really cares what a peon (sorry, not a smack at the OP, just a general observation of how CEOs view anyone below them) thinks about these issues. I have yet to see a CEO actually take initiative to make change from these encounters... it's really only for optics to appear as if they are doing something. |
|
grinningcat
Pearl Clutcher
Posts: 4,663
Jun 26, 2014 13:06:35 GMT
|
Post by grinningcat on May 13, 2016 15:11:21 GMT
I would ask him what he believes the employee perception about the morale, wages and layoffs is. I'd like to know how much, if at all, his opinion differs from reality. DH and I used to watch Undercover Boss all the time, and it was amazing how many of the CEOs are totally shocked to discover that employee morale is in the toilet after upper management decides to cut staff, cut hours and cut perks. It's like they have no clue at all how those decisions will actually play out with the people on the front lines who suddenly have to work odd hours or different shifts and have to do more work for the same pay, all while stressing out with the worry about if or when they will be next on the chopping block, or who will watch their kids or how they'll get to their second job on time. At least sometimes they see that the employees doing the work are real people with real problems and how hard their jobs really are, suddenly they stop being just numbers on a spreadsheet. It never surprised me because they are so removed and they only hear what their managers want them to hear. So if things suck at the actual work level, the manager is going to cover that up because it makes them look bad and then they will lose out on brownie points/bonus. It's very rare that the truth makes it up to the top level unless the CEO actually goes to the workforce and sees it for themselves. |
|
|
|
Post by anonrefugee on May 13, 2016 15:19:16 GMT
I'd listen to @luvspaper. This is your chance to be interviewed by him. How you answer will make an impression, you can take the chance it will make a difference in your life and others. Or not.
|
|
|
|
Post by crazy4scraps on May 13, 2016 15:27:06 GMT
DH and I used to watch Undercover Boss all the time, and it was amazing how many of the CEOs are totally shocked to discover that employee morale is in the toilet after upper management decides to cut staff, cut hours and cut perks. It's like they have no clue at all how those decisions will actually play out with the people on the front lines who suddenly have to work odd hours or different shifts and have to do more work for the same pay, all while stressing out with the worry about if or when they will be next on the chopping block, or who will watch their kids or how they'll get to their second job on time. At least sometimes they see that the employees doing the work are real people with real problems and how hard their jobs really are, suddenly they stop being just numbers on a spreadsheet. It never surprised me because they are so removed and they only hear what their managers want them to hear. So if things suck at the actual work level, the manager is going to cover that up because it makes them look bad and then they will lose out on brownie points/bonus. It's very rare that the truth makes it up to the top level unless the CEO actually goes to the workforce and sees it for themselves. I didn't say I was surprised, because I'm not. Have NONE of these people ever worked at a sucky rank and file job before? Like EVER? How can they not know? Having worked in all kinds of jobs all the way from basement ground level at 16 all the way up through various levels of supervisory and management positions over the years until ultimately being self employed, I am VERY aware of how certain actions could be perceived by an employee. It doesn't take a rocket scientist to know that cutting staff, cutting perks and other benefits will have a negative affect on the working environment. However, knowing and *caring* are two separate things. |
|
|
|
Post by cmpeter on May 13, 2016 15:41:32 GMT
Ditto the suggestions from luvspaper. I would focus on asking him questions that show you are interested, concerned and want to help. It's an opportunity to show you care about the success of the company and your job.
I would avoid gotcha questions or ones you think might trip him up. He'll see those for what they are.
I would also go in with limited expectations. He could chose to be very forthcoming or keep things light and fluffy. Look at this as an opportunity for you to present your best self, not for him to confess his sins.
|
|
Deleted
Posts: 0
May 3, 2024 5:38:18 GMT
|
Post by Deleted on May 13, 2016 16:19:08 GMT
...It doesn't take a rocket scientist to know that cutting staff, cutting perks and other benefits will have a negative affect on the working environment. However, knowing and *caring* are two separate things.
I hope I am crediting the right author (Crazy4scraps), but I will say that you can know and CARE and still have to do things like cut wages, benefits and perqs if the business is not making and even losing money. Sometimes the money truly isn't there. The only other choice can sometimes be to shut the business down entirely and everyone loses out. I've had to go with a zero budget before and match all expenses in a business to actual income on a smaller business. And it meant cutting hours and perqs. Because I couldn't cut things like electricity, water bills, rent, liability insurance, etc.
I think there is an impression that businesses are doing so well when I think there are many many and many struggling beyond what they will admit. No one wants to layoff employees so that the district managers can get a large bonus and buy a boat... It sucks to have to layoff employees and good CEOs use it only as a last resort for good employees. And yes, some lay in bed at night wondering what they could have done to keep those employees. Now bad employees often get the boot with a layoff because they are seen as dead weight...that's why I suggest not being dead weight, working hard and doing your best. Doesn't guarantee you won't be laid off, but you know you have done all you can.
That's why I suggest asking how the lowest levels can help. Because negativity at the lowest levels of business is NOT going to help the business grow again...if anything it's going to become a self-fulfilling prophecy. You can blame the negativity on the CEO/high level decisions or you can choose to move on from it and see if there is a future to prosper. (But I am a glass half full kind of a person) |
|
MizIndependent
Drama Llama
Quit your bullpoop.
Posts: 5,836
Jun 25, 2014 19:43:16 GMT
|
Post by MizIndependent on May 13, 2016 16:26:45 GMT
If I didn't care about my job, I'd probably ask something like, "How can you sleep at night knowing that you received <insert multi-million dollar bonus amount> while at the same time you laid off <insert egregious amount of family breadwinners> employees? What is the logic behind taking that kind of bonus instead of using the money to retain your workers and potentially boost moral in a way you've probably never seen before? But ya, these are more probably more appropriate.  "What is some of the best advice you have received?" "What keeps you awake at night?" "What's the best non-business-related book you have read lately?" "What question are you worried that someone will ask you?" |
|
|
|
Post by ilikepink on May 13, 2016 17:30:44 GMT
I would use the opportunity to foster the "we are in this boat together" mentality. What are issues from his/the business side, and what can the employees at each level do to help the business improve? A lot of times the upper management people get so focused on problems, cost-cutting and trying to grow the business that they forget who is working for them. And that us vs them attitude starts. Trying to related on a personal level--finding something in common or interesting about each other--helps to remind him that you are a person, and that as a CEO, he isn't a tyrant.
Enjoy the lunch.
|
|
|
|
Post by crazy4scraps on May 13, 2016 18:08:58 GMT
I hope I am crediting the right author (Crazy4scraps), but I will say that you can know and CARE and still have to do things like cut wages, benefits and perqs if the business is not making and even losing money. Sometimes the money truly isn't there. The only other choice can sometimes be to shut the business down entirely and everyone loses out. I've had to go with a zero budget before and match all expenses in a business to actual income on a smaller business. And it meant cutting hours and perqs. Because I couldn't cut things like electricity, water bills, rent, liability insurance, etc.
I understand that. Been there, done that even. If everyone is obviously tightening their belts that's one thing. But if only the lower eschelon are being affected while the top tier goes along their merry way collecting huge annual bonuses in spite of a downturn and not having to make any real sacrifices, it sure doesn't feel like they care or like everyone is pulling together and taking one for the team. If things hit a downturn it's much easier to weather it together when employees feel like they are a valued member of the organization, like their input and feedback actually matter (instead of just getting lip service), and people can usually tell if that sentiment is sincere or if it's manufactured spin. It will be interesting to see what happened if/when the OP comes back in here after the lunch and what her impressions were. |
|
Deleted
Posts: 0
May 3, 2024 5:38:18 GMT
|
Post by Deleted on May 13, 2016 18:33:17 GMT
Agreed.....but the lower level doesn't always have access to the "obvious tightening of their belts" of the upper level. Being in HR/Payroll, I do see a lot more than most. Maybe it is just the company that I work for that has ethical executives. Our CEO is making 10% of what he used to make, no more bonuses, no company provide perqs. He's making less than most of the rest of us on the executive team actually. And the rest of us took large pay decreases in 2010 and none of us are back to our 2010 salaries with very few increases (I can think of three individual ones in 6 years) and costs of everything just keep increasing. None of our lower level took any pay cuts and a few took some hour cuts. Mostly we let people leave and didn't replace them but gave those hours to others.
But those below us can't see where that executive is taking a much lower salary, benefits, etc. For example, at one point we got rid of all corporate-level company provided cars that were pretty much at the executive level. There is no way the lowest level would have even known that the employees had a company car to begin with. But they were asked to tighten their belts too, just in different ways. I am not sure how you show that to the employees that also have cuts into wages/hours/etc. I doubt many would believe it or others on here would think those cuts up top aren't big enough.
Plus if you lower the executive wages too much, they will find something elsewhere that is better and you will have no one to run the company. While some of the employees think they could do a better job for less money, many don't understand the full picture of running a large company and being the top guy that is ultimately responsible. Honestly you couldn't pay me enough to be a CEO of our small company much less a larger one.
|
|
MerryMom
Pearl Clutcher
Posts: 2,538
|
Post by MerryMom on May 13, 2016 18:36:06 GMT
I wouldn't expect that he would or could give you a straight answer if they are considering more layouts. He cannot disclose that publicly until the proper layoff paperwork is filed with the state.
|
|
|
|
Post by *KAS* on May 13, 2016 19:10:45 GMT
I like some of the questions above, and Luvspaper's advice. I'd probably try to learn more about him on a personal level too. Does he have a family? Hobbies outside of the office? You might find some common ground that humanizes both of you to each other.
|
|
|
|
Post by compwalla on May 13, 2016 19:23:50 GMT
I hope I am crediting the right author (Crazy4scraps), but I will say that you can know and CARE and still have to do things like cut wages, benefits and perqs if the business is not making and even losing money. Sometimes the money truly isn't there. The only other choice can sometimes be to shut the business down entirely and everyone loses out. I've had to go with a zero budget before and match all expenses in a business to actual income on a smaller business. And it meant cutting hours and perqs. Because I couldn't cut things like electricity, water bills, rent, liability insurance, etc.
I think there is an impression that businesses are doing so well when I think there are many many and many struggling beyond what they will admit. No one wants to layoff employees so that the district managers can get a large bonus and buy a boat... It sucks to have to layoff employees and good CEOs use it only as a last resort for good employees. And yes, some lay in bed at night wondering what they could have done to keep those employees. Now bad employees often get the boot with a layoff because they are seen as dead weight...that's why I suggest not being dead weight, working hard and doing your best. Doesn't guarantee you won't be laid off, but you know you have done all you can.
That's why I suggest asking how the lowest levels can help. Because negativity at the lowest levels of business is NOT going to help the business grow again...if anything it's going to become a self-fulfilling prophecy. You can blame the negativity on the CEO/high level decisions or you can choose to move on from it and see if there is a future to prosper. (But I am a glass half full kind of a person) I've worked a lot of places over the years and in most of those jobs, I was there through a downsize of one kind of another. There are companies who handle it well and companies that don't. The one that was easiest on the staff was the one where management from the top down was completely transparent about every single thing. They got us all together, showed us the numbers, talked about what it was going to take to prevent/minimize layoffs. Then when it came time to lay people off, they didn't just put your shit in a box and shove you out the door. They gave everyone plenty of notice, laid out exactly what the severance would be for each person, paid for resume writing service, brought in the state re-employment agency, even allowed us to use the postage meter in the mail room to mail out resumes. The company president said it was hard make the decision about the layoffs and by his actions, we believed him. Some people bailed before they were eligible for severance, some people stayed until the bitter end. But I don't recall anyone being angry about it. At another place I worked, they were secretive, axed people one by one seemingly at random over several weeks with no warning, no severance, nothing. This was after months of cuts of the most stupid shit imaginable. No more napkins in the breakroom. Removal of breakroom refrigerator. Moving us all out of offices and into a revolting cubicle farm - and then leaving the offices we used to be in empty and unused. It was awful. I bailed on that place as soon as I could. The atmosphere was tense, paranoid, no one could relax for one minute, no one was very productive because it's hard to do a good job when you're terrified. My point is that yes, sometimes cuts are what's needed. But no one needs to be a complete fucking dick about it. |
|
DH and I used to watch Undercover Boss all the time, and it was amazing how many of the CEOs are totally shocked to discover that employee morale is in the toilet after upper management decides to cut staff, cut hours and cut perks. It's like they have no clue at all how those decisions will actually play out with the people on the front lines who suddenly have to work odd hours or different shifts and have to do more work for the same pay, all while stressing out with the worry about if or when they will be next on the chopping block, or who will watch their kids or how they'll get to their second job on time. 
