Make the employees you are laying off also feel as they have well-served the organization. An employer of choice is cognizant of the needs of all stakeholders—and does its best to meet them. No entrepreneur wants to lay off staff, but sometimes it’s the only answer–especially during this pandemic. When a layoff is the only option, the employees who leave–and the ones who are left–will feel much better if the boss handles the situation respectfully and humanely. Understand, nothing can poison employees’ morale faster than watching their former colleagues be shown the door abruptly and disrespectfully,

So before you do layoffs, consider all of the other options that as an employer you may have to save money and produce efficiently. Let your employees know that you are exploring options and share your findings. Your employees will appreciate your efforts, even more.

You do need to communicate what you are considering and implementing or employees will never know that you thoughtfully pursued other options before settling on layoffs as the appropriate alternative.

Procedures you could follow with the help of Experts:

1. Go one-on-one
   Notifying affected workers of the decision in private before the word is out. They should be told in a respectful manner, behind closed doors. Allow them to take the news and figure out what they’re going to do with it before they have to face their co-workers.
2. Communicate openly
   Rather than simply instructing folks to pack their things and leave, explain the reasons behind the layoffs. After your employees have understood your decision process it will make the layoff a little more bearable.
3. Allow goodbyes
   As per a standard layoff policy workers need to leave the building immediately, but that’s often not necessary. As experts say permit a chance to say goodbye to coworkers. it’s even better to allow workers to transfer their responsibilities in an orderly way, perhaps training others who will take over their former jobs.
4. Ease the transition
   Provide resources to help laid off workers find jobs, By providing placement services, you’re not only helping but also generating goodwill with the people being asked go and those remaining,
5. Remember remaining employees
   With fewer employees, it’s more important than ever to maintain productivity and keep your company going. That’s why you can’t neglect employees left behind–often with high levels of anxiety about their own job security and new tasks they may be asked to undertake. Continuous communication with remaining employees can tamp down anxiety and rebuild productivity. keep everybody informed as to how the business is holding up, the more information you share with employees, the better understanding they will have of the situation, and the more supportive they will be. Communicate clearly about job duties and expectations.

Remember that your employees and former employees may not remember why you were forced to do layoffs but they will remember how they were treated. Hence treat them with respect and dignity.

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No matter how hard you try, your expenses continue to mount and are out-of-line with the current needs of your business. What are your alternatives? Or should we say is there an alternative? We all know the answer, but, still check for reasonable options.

Downsizing or doing layoffs is a toxic solution, but will happen, that is for sure, across levels and across sectors. Employers have been left with little or no choice at all. We really don’t know in what way or how badly the cookie will crumble, but the cookie will surely crumble.

The extremely difficult decision is, of who must be laid off. These are critical decisions that have as much to do with the future of the organization as it does with the present. There will be a reduction in manpower however, is there choice?

Even if laying off employees is the only way to keep the organization running, how do you handle your feelings of guilt and sadness?  Out of fear and guilt, many employers choose to give employees as little forewarning as possible about an upcoming layoff or downsizing. They fear that if employees know their fate ahead of time, they might become demoralized and unproductive — they may even sabotage the business.

If a layoff is the only option, it should be handled in a humane manner and with the help of experts only. It is critical to ensure fairness and equity.

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