Do I have a story to tell you on this topic?
Yes. It's wild.
2012 : I was a turnaround CEO for a US privately owned manufacturing conglomerate.
A company we bought (and I was the sole director of) in France had a fire which destroyed 1 of the 3 factories we owned.
I had to conduct a 🇫🇷social plan (🇺🇸fire the team) to let go ~500 employees - there was literally nowhere for them to work.
Here's what I experienced in the following 18 months:
1. A director for Peugeot (PSA) tried to call the French military in to tear down the gates of the factory to retrieve their moulds (we used health & safety rules & local mayor - merci - to refuse access and redirect tooling to our other plants - saving the wider business)
2. The French minister for Industrial Restructuring turned up to my first 🇫🇷worker's council (🇺🇸union) meeting and opened by saying 'so you're the one who is going to prison'.
My cunning lawyer (RIP Thierry - legend of the game) whispered in my ear 'he's on your private property.' So I (25 years old) promptly told him to 'get the f**k out of our factory' in front of the unions. He was removed. The tone was set.
3. An effigy of me was hung from a lamp post outside the factory and set on fire by the unions. (all good sport and part of the game apparently!)
4. The french government, courts and even the insurance company tried at various points directly or indirectly to put the company into bankruptcy so they could take it away from us.
5. I fought tooth and nail - as there were 2 other factories and hundreds of jobs on the line under the same corporate umbrella... and because I was young and had nothing to lose.
6. I was held hostage in the factory at least twice. (Again, par for the course in France!)
7. Threatened with violence multiple times in union meetings. Asked if I had wife or children. I responded 'no, but I think all of you do. I'm 25 years old with nothing to lose - are you sure you want this fight?'
8. Put the company into 🇫🇷Sauvegarde (🇺🇸 light chapter 11) and managed to bring it out the other side having successfully negotiated one of the largest industrial insurance claims in France in that sector, paid the employees ~24-36 months severance and kept the client tooling at our other plants.
As a foreigner, I had to navigate the french court process of the Sauvegarde, trying to save French jobs all while being vilified and physically threatened by the unions and sometimes french govt.
The company came out the other side profitable. I saved hundreds of jobs. I bolted on foreign acquisitions which grew revenue 4x.
Despite having studied in Paris, worked in France for multiple years and being a Francophile - I vowed never to invest in France again.
I've since built and sold a technology company, and am in the process of building a bigger one.
But I've seen no reason to break my vow in the past 11 years...
Socialist policies are deep-rooted in France and other parts of Europe - institutions, laws and companies are festering with the ideology which in reality is self-harming.
It's hard to change a culture which actively discourages innovation and entrepreneurship - I hope it does change, but doubt it will in my lifetime.
The Economist on firing people in the US versus Europe:
There are two ways for Western companies to sack lots of people. The American one involves the boss inviting hundreds of unsuspecting employees on a Zoom call, offering them a few months’ wages as severance and insincerely wishing them luck in their future endeavours (oh, and to have their desk cleared by lunchtime). The European method is more circuitous. Companies wanting to enact mass lay-offs typically start with consultations with unions, representatives of which sit on companies’ boards in Germany. A plan social is drafted. Strikes inevitably ensue. Politicians get involved, and badger the employer into firing fewer people than it had originally planned, or to pay for its soon-to-be-ex staff to be retrained. The full cost of downsizing is only known once labour courts are called to rule on the matter, years later. Meanwhile the company in question often cannot hire more employees lest it be made to hire those who were just let go.
The European method seems “nicer” but hinders innovation and hurts workers themselves in the long run by hindering economic growth and more productive jobs from being created.