Would you give promotions to people in a division you wanted to nix?

Get rid of or reduce the expense on?

Yes or no. Please say why, inquiring toads want to know.

and into another, safer division, in order to save the worker from getting laid off because he/she is a good worker?

Or do you mean promote them up but in the same division, knowing full well they're gonna get nixed anyway, but so that they can at least put on their resume that they were at a higher level?

He worked for a company that had a plant in Minneapolis. Almost five years ago, he was offered a promotion and a sizable raise if he moved here, where the company was headquartered. He was told the Minneapolis plant would be phased out within three to six months.

We had a choice. Take the promotion and the raise and move across the country, or take our chances that he would find something suitable in the Minneapolis/St. Paul area.

I didn't really want to move, but I didn't really want to hold him back either, so he took the promotion and we moved. Less than a year later his division was spun off and then dissolved. Every employee in that division was without a job. Four months after his last day there, he was offered another job in another division of the company at $25,000 less than he had been making in his management position. (He turned that down, of course.)

Anyway...it seems that the decision to get rid of that division had been in the works before we sold our house, picked up stakes and moved 1400 miles from home. We both felt betrayed and deceived. Had we known all of the pertinent facts, we'd have stayed put and he'd have looked for employment where we already were. Near our families. In a house we loved in a neighborhood we loved.

Bitter? Me? How'd you guess?

If I planned to eliminate the division but wanted to keep an individual I might promote them so that they better fit a job I knew would be opening soon. :shrug:

that's my best govt worker hat on thinking.