Handling layoffs is rarely anyone’s favorite managerial task, yet it’s sometimes an unavoidable responsibility. Approaching this situation with sensitivity and understanding can help you minimize negative impacts on morale and team cohesion among those who remain.
Here are four essential principles to keep in mind when managing layoffs:
Transparency is a cornerstone in reducing unnecessary anxiety and maintaining trust. By being open about when and why layoffs are happening, you can provide clarity and foster a sense of inclusion, helping staff better understand the process.- Clear Communication is a powerful tool. Offering employees clear, respectful explanations for the decision ensures everyone is well-informed, making a difficult situation easier to process.
- Choice: Whenever possible, give employees a degree of control over their transition. Empowering individuals during challenging times can help them feel more in control and less overwhelmed.
- Empathy: Demonstrate understanding and respect for the affected employees. Acknowledge the impact of the layoffs and offer genuine support during this challenging time.
Additional strategies that can help both the departing and remaining employees include:
- Establishing Criteria for Layoffs: Before finalizing layoffs, clearly communicate the criteria used in decision-making. Transparency in this process can help reduce uncertainty and ease tension by allowing employees to understand the basis of the decision.
- Avoiding Overwork Among Remaining Employees: When layoffs occur, some team members may feel pressured to take on extra work to “prove” their value. By encouraging a sustainable workload, you show care for their well-being and reinforce their importance to the team.
- Addressing “Survivor Guilt” Among Remaining Staff: Employees who retain their jobs may experience guilt, stress, or unease, especially if close colleagues are affected. This “survivor guilt” can impact morale and productivity. Watch for signs of these feelings, and consider offering support, such as counseling resources or open discussions, to help staff process the situation together.
Above all, remember that remaining team members, peers, and senior leadership will closely observe your approach. Conducting layoffs with integrity and empathy can help preserve respect for your leadership and may even foster a sense of unity and resilience among those moving forward.
If your organization is anticipating layoffs, please don’t hesitate to reach out to us at HR Services at HRServices@501c.com or (800) 358-2163. We have supporting documents to help along the way, from sample letter, verbiage to use, forms, checklists and more.
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The information contained in this article is not a substitute for legal advice or counsel and has been pulled from multiple sources.
