Layoffs: The Do's and Don'ts

Layoffs are one of the hardest aspects of an HR manager’s job. But the most important part is to handle layoffs gracefully with compassion and respect.

Layoffs affect your current employees’ morale. As you downsize, the existing employees will watch to find out if they want to stay or not. Here’s why you should pay attention to these do’s and don’ts when it comes to respectful layoffs.

The do’s and don’ts of respectful layoffs

DO be human

Your employees work around 40+ hours a week, the least you could do is to care for their wellbeing. It matters to communicate respectful layoffs so it won’t affect their mental health and sense of value negatively. Arrange a personal call from a manager who can explain the situation and thank the workers for their contributions. This is one way to help them regain confidence after layoffs

DON’T be evasive

Be straightforward, your employees will be more receptive. Treat your workers like professionals and show them the courtesy of managing this complicated issue with respect and transparency. Leaders earn respect and understanding when they show vulnerability and openly discuss the reasoning behind tough decisions.

Layoffs affect your current employees’ morale.
 

DO provide transition resources

It can be stressful when one transitions to unemployment. Provide these employees with resources, such as how to register for benefits like the Employment Insurance System (EIS) or offer cover letter support. This might not seem much, but it can go a long way in showing the affected employees that you want to see them succeed.

DON’T neglect managers

Encourage managers to give out references, resume support, and introductions to people in their network. Why? Because managers are an employee’s best resources in searching for a new job. 

Managers are on the front lines in the aftermath of retrenchment, so it’s critical to help find ways to keep their remaining workers motivated and engaged.

DO create an alumni network

Employees who’ve worked in a company for a long time have likely built strong connections with coworkers, managers, and even executives. The best way to support their transition and nurture these relationships is to provide a way for them to stay in touch even after they leave. Be it LinkedIn group or WhatsApp group, this could open the door for employees to network and potentially return down the road.

Provide transition resources to your former employees to help them move on.

DO embrace feedback

After layoffs, former and remaining workers are likely feeling a lot of raw emotions. It’s crucial to give them a chance to share their experience and concerns. Offer exit surveys to study what worked and how you could better manage these challenging situations in the future. Giving employees the opportunity to be heard before they leave the company shows them you value their opinion despite the unfortunate events.

DON’T neglect remaining employees

The workers who stay after layoffs can feel disheartened and unmotivated. Survey these employees to understand the impact on their experience and engagement. Collect and act on feedback from everyone impacted by the layoffs. This shows a dedication to improving the employee experience. You can help restore trust and offer resources to support your team as they lament the loss of their colleagues. 

Moving forward after layoffs

While everyone hopes mass layoffs are a one-time last resort, you never know what the future holds. Learning from the experience will help you plan to better handle future difficult situations.

Stay in tune with remaining employees to find ways to support them after layoffs. Use feedback to identify areas for improvement. Look for opportunities to act promptly to mitigate any negative sentiments in the aftermath. For example, if many affected workers felt inadequately supported, consider reaching out with resources to help them navigate the transition.

Managing layoffs and downsizing is hard, but when it is inevitable it’s necessary to handle them thoughtfully from start to finish. Employees, candidates, and clients will remember how you supported your staff through hard times. Organisations who prioritise empathy and communication are better positioned to strengthen employee trust and brand loyalty.

Source: Culture Amp

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