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Yes, by making it about you, they send you into an emotional and intellectual death spiral where you’ll second guess and put yourself at the center of the failure in endless cycles of overthinking and second-guessing.

By doing so, it reduces the probability that you’ll get constructively focused on the real problem and maybe get committed enough to lawyer up, which is almost certainly going to be a waste of your time, attention, and money, but it’s a risk to them nonetheless and by keeping you back on your heels they reduce that risk.

Finally and more directly, if they make it about you then you have to defend yourself and fight for unemployment insurance payments in some states. Some people won’t bother, and that works in the company’s favor.

Apply and fight for the benefits either way. You’ve paid in and earned them. Don’t let the company intimidate you into not standing up for yourself because they’ve made it all about you.

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Because the second option places the negative focus and responsibility on the company whereas the first attempts to counteract this… isn’t this obvious? Unless you’re looking for clarity around something else?

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I think we're just in a new order of working, really, making it depersonalized like this is better in the long run - sometimes, in fact, most of the time, it's not about you or performance; it's an unfortunate case.

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Blaming the company's woes on specific employees? Risky business. It opens the door for legal challenges, disgruntled ex workers claiming wrongful termination, and a PR nightmare bigger than a rogue llama at a shareholders' meeting. So HR sticks to the "you not us" script to minimize lawsuits and keep the lawyers at bay.

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Performance based means it wasn’t a layoff and they don’t have to pay unemployment

smart

That’s not true

Because senior leadership is lazy and cowardly

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