Author Archives: Satya Medapati

• Process Improvement for Minimizing Re-Organizations

  Posted at 3:57 pm by Satya Medapati, on February 10, 2018

  

  I can assume that each and every company has a very elaborate and detailed process for executing layoffs or during re-organization if and when required. I am a good friend with a Policy and Procedure business writer, but he tells me not even he has access to that Holy Grail of documents. It is usually kept under lock and key with the CEO and HR. Continue reading →

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• Motivating Your Employees: A Call to Action to All Employers

  Posted at 4:49 pm by Satya Medapati, on January 31, 2018

  

  The following article stems purely from my thoughts, triggered by various factors such as conversations culled from colleagues, friends and groups of individuals both inside and outside of my career path. These conversations frequently took place at company-hosted parties, personal parties, happy hour after work get-togethers, and so forth. Continue reading →

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• Employees Do Not Always Have to Leave Managers or the Company

  Posted at 3:34 pm by Satya Medapati, on January 29, 2018

  

  I recently read an article on LinkedIn entitled “Employees leave Managers and not the Company”. This triggered a very deep thought in me – Did this happen to me and what did I do about it? Continue reading →

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• My Farewell Email: Something I Never Imagined Writing

  Posted at 10:51 am by Satya Medapati, on January 29, 2018

  

  On November 1^st, 2017, I began an outline for a farewell email…because on November 1^st, 2017, I was informed that my position was being “eliminated” due to a re-structuring. My last official day was slated for December 31^st, 2017. Continue reading →

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• Layoffs: Preparedness and Recovery Plan

  Posted at 10:51 pm by Satya Medapati, on January 25, 2018

  

  How often do the following words strike fear into an employee’s heart…words like “layoff”, “reorganization” or “restructuring”? The very thought of any of those things can send chills down the spine of any hardened employee. It is not often that both a company and all of its employees would be joyous and in agreement about the decision, irrespective of the size of the company. Continue reading →

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