Layoffs are never easy and they always create uncertainty and fear at the workplace. But, you can do it with compassion, empathy, and class, so that the employees who remain are encouraged by your effective, caring way of handling the necessary layoffs.
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:
- 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. - 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. - 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. - 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, - 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.
