What's the bad news?

壞消息是什麼？

Your current role has been eliminated.

你目前的職位被取消了。

Okay, what's the good news?

好吧，好消息是什麼？

You're being reassigned!

你被調職了！

This is an example of quiet cutting, a new workplace trend that's been dominating the headlines.

這是一個安靜削減的例子，這是一種正在主導頭條新聞的新的職場趨勢。

We've talked about quiet quitting. Now there's a new trend: quiet cutting.

我們之前談過安靜離職。 現在又有一個新趨勢：安靜削減。

A new trend is here - quiet cutting.

一種新趨勢出現了——安靜削減。

Some bosses have been trying out a new technique called quiet cutting.

一些老闆正在嘗試一種被稱為安靜削減的新技術。

Quiet cutting is restructuring and reassigning the roles and responsibilities for completely different things by not giving them layoff and portraying like,

安靜削減是透過重組和調職，完全不給予裁員或以此前提的方式，來改變工作職責和角色。

"We have something for you, we'll take care of you. Here is the job - take it or leave it!"

「我們為你準備了一個工作，我們會照顧你的。工作在這——要麽接受，要麽離職!」

And that basically is avoiding layoff and certain scenario by the employer to employee.

這基本上就是雇主對員工迴避裁員和某些情況的方式。

For the past few years, we have seen quiet quitting, we've seen the great resignation.

在過去幾年裡，我們看到了安靜辭職，我們看到了大規模辭職。

And all of this was a sign of a strong economy, a strong labor market tight tight labor market.

所有這些都是強大的經濟、緊缺的勞動市場的標誌。

Employees have had the upper hand.

員工一直處於有優勢地位。

Quiet cutting is a suggestion that the tables are starting to turn that employers are starting to have that upper hand now.

安靜削減表示情況開始發生變化，雇主開始佔上風。

Quiet cutting is just a buzzword term, but reorg when a company B organizes their internal system and teams. It's not new, it's not a new concept.

安靜削減只是一個流行詞，但當公司B重新組織內部系統和團隊的時候，它並不是一個新概念。

And reorgs have historically either been made to benefit the company but have historically always frustrated employees.

歷史上，重新組織要不是為了公司的利益，就是總是會讓員工感到沮喪。

It is being highlighted as a different aspect of the mass layoffs and changes in the fields of work that we're seeing.

它被突出為我們所看到的大規模裁員和工作領域的變動的不同方面。

This is Matt Conrad. He has been reassigned twice at IBM.

這是馬特·康拉德。 他在IBM被重新分配了兩次。

He ended up with a job he loves but the reassignment process took a toll.

最後他得到了一份他喜歡的工作，但調職的過程對他產生了影響。

Yeah, so I was actually reassigned I think twice in 366 days.

是的，事實上在366天裡我被調職了兩次。

And unfortunately, I live with mental health disabilities and major depression complex, PTSD and anxiety disorder, and all three kind of kicked in simultaneously.

不幸的是，我患有心理健康障礙、重度憂鬱症、創傷後壓力症候群和焦慮症，而且這三種疾病同時出現。

And I started having panic attacks on really a twice-a-day basis and ended up taking short-term disability to make sure I protected my mental health.

我開始每天兩次驚恐發作，最終採取短期殘疾措施以確保我的心理健康得到保護。

IBM isn't alone in having employees reassigned to new roles.

IBM並不是唯一一個將員工重新分配到新職位的公司。

Big name companies like Adidas, Adobe and Salesforce have been enforcing large scale reassignments.

像愛迪達、Adobe和Salesforce這樣的大公司也一直在實施大規模的調職。

Also LinkedIn research published in May found that hiring has continued to slow in many countries, but internal mobility is trending upwards in several industries.

同時，LinkedIn在5月發布的研究發現，許多國家的招募速度持續放緩，但內部流動在幾個行業中呈上升趨勢。

Some economists say that despite the overall US job market, remaining strong companies are fearful of what lies ahead, so they're resorting to the quiet cutting tactic.

一些經濟學家表示，儘管整體美國就業市場依然強勁，但公司對未來的擔憂使他們採取了安靜削減的策略。

You know, quiet cutting is happening because companies are fearful of what's coming down the pipe, they're fearful that the economy will go into recession,

你知道，悄悄削減的原因是因為公司對未來的發展感到恐懼，他們擔心經濟將陷入衰退，

or that they will run into economic headwinds.

或者他們將面臨經濟的逆風。

And they are concerned that they're going to have to cut down the line.

他們擔心他們將不得不進行裁員。

And so this is a little bit of insurance for them.

所以這是為他們提供了一些保險。

The other thing it does is potentially saves employers money.

它還潛在地為雇主節省資金。

Because if you have to do a major layoff, then you have to pay severance, there's all sorts of other financial issues that come into play that will cost you money.

因為如果你必須進行大規模裁員，那麼你必須支付補償金，還有很多其他的財務問題會成為成本。

So this is sort of a way to have some savings and hopefully get rid of some employees.

所以這是一種節約成本並希望擺脫一些員工的方式。

It's really unfortunate, it does not reflect well on the companies, and it really is very harmful to employee morale.

這真的很不幸，這並不會讓公司擁有良的好形象，而且真的對員工士氣非常有害。

So one of the things that typically happens during business cycles is this process that economists refer to as creative destruction.

因此，經濟週期中通常會發生的一件事情是經濟學家所稱的創造性破壞過程。

So as we figure out what the next step is, when you see demand slowing down, what's the new product you're going to release, you want to create.

所以，當我們弄清楚下一步時，當你發現需求放緩時，你要發布的新產品是什麼，你想創造。

But then in order to create, you need to cut costs, and that's part of the destruction.

但是為了創造，你需要削減成本，這是其中的一部分破壞。

So really, businesses are trying to optimize for the future.

所以，企業試圖優化未來。

And that results in these things that we call reorganizations that are often being referred to it's quiet cutting.

這就導致了我們所謂的重新組織，通常被稱為安靜削減。

Quiet cutting done right is a great way for employers to have that employee engagement, employee satisfaction.

正確進行的安靜削減是雇主擁有員工參與度、員工滿意度的絕佳方式。

But if the quiet cutting is done the wrong way it impacts the mental health.

但是，如果安靜削減被進行錯誤地進行，會影響到心理健康。

It impacts the employee engagement. It impacts the reputations for employers as well.

它會影響員工的參與度。 它也影響雇主的聲譽。

So they really have to think through if the quiet cutting is the right approach to go by right now, or maybe layoff it is because they really have to think it off if it's the right approach.

因此，他們真的必須經過深思熟慮，如果安靜的削減是現在正確的方法，還是可能是裁員，因為他們確實必須思考它是否是正確的方法。

For me, what I learned is you have to go through the process of grieving of being angry of loss, and then see what doors will open up see what windows will open up.

對我來說，我從中學到的是，你必須經歷哀悼的過程，感到失落和憤怒，然後看看哪些門會打開，哪些窗戶會打開。

I never would have thought I would have ended up on this team.

我從來沒有想過我會最終加入這個團隊。

I never would have thought I'd worked for a manager who really has my back and supports me.

我從來沒有想過我會為一位真正支持我的經理工作。

And now both those statements are true. I love what I do and I and I love who I work for.

這兩個陳述都是真的。 我喜歡我的工作，我也喜歡我的老闆。

I would encourage all employers to consider the pros and cons and if anything else can or should be done, perhaps, you know giving an employee an option between two roles, if that's a possibility,

我鼓勵所有雇主考慮利弊，並思考是否可以或應該做些其他事情，也許為員工提供兩個職位的選擇（如果可能），

or even saying, "Hey, would you like a severance package of some sort? Or would you like to be reassigned?"

或者甚至說：「嘿，你想要某種類型的補償方案嗎？還是你想被調職？」

Just giving employees some say in the process, I think would make them feel more comfortable about the whole thing.

讓員工對此過程有些發言權，我認為他們會對整個事件感覺更舒適。