#YourCareer : Supporting Your Team Through A Layoff. Laying Off EImployees can be a Stressful Experience for Everyone Involved–Even the Survivors. GReat REad!
I remember the day I first experienced a layoff. My boss had me release a guy who had six kids. Then she called me into her office and laid me off. Certainly not my best day.
Laying off employees can be a stressful experience for everyone involved–even the survivors. The survivors are the people who are “lucky” to have made it through another day. Or at least they think they are lucky until they realize the world of work, as they know it, has changed forever.
Managing team members with various personalities through a layoff can be a challenging task, as it involves delicate emotions and reactions. Here are some strategies to help you navigate this situation with empathy and professionalism:
Understand that your employees may be feeling anxious and sad. Your role as a manager is to keep the team together and moving forward, which in all honesty, is not an easy task.
Many leaders retreat after a layoff. They figure people need time to “get over” what just happened. Avoid making this mistake.
Take it from me. A layoff is something that you never get over. However, you can certainly work through a difficult transition like this a heck of a lot easier when you have a manager who is there for you and the team.
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Article continued …
Successfully managing your team through a layoff, starts with the development of a solid plan, before any layoffs occur.
Questions that need to be considered when developing your plan include:
- What gaps will be left when team members depart?
- Who will fill these gaps?
- What, if any, training will you need to provide for those being reassigned?
- What guidance will need to be provided to your management team, so they’re prepared to carry out the layoff and support their team after the layoff has been completed?
Here are some other guidelines to follow as you work through this difficult period.
- Be Transparent and Honest: Communicate openly about the reasons for the layoffs, the company’s financial situation, and the necessity for the decision. Transparency can help build trust, even in difficult times.
- Customize Communications: Recognize that each employee is unique, and they might react differently. Tailor your communication to address their specific concerns and emotions.
- Show Empathy: Understand that people will react differently to the news. Some might be upset, while others may remain calm. Be empathetic to their emotions and provide a supportive environment.
- Maintain Professionalism: Stay professional and composed during the layoff process. Emotions can be high, but your demeanor can set the stage for how others will react.
- Provide Clear Information: Make sure affected employees understand what will happen next, including details about severance packages, benefits, and any available resources.
- Address Concerns of the Remaining Employees. Be supportive and understand that how people react to the news of a layoff will vary, based on their personality and their personal circumstances.
- Follow Up: After the initial announcement, continue to check on your employees. Offer ongoing support and information as they navigate through this transition.
- Monitor the Workload. Work still needs to get done, even though there are now less people employed to deal with the workload. Avoid overworking the remaining employees to prevent burnout or fatigue, which could lead to employee resignations. You can do this by prioritizing and assigning tasks that are most critical to the organization.
Remember that managing through a layoff is about demonstrating empathy, respect, and understanding. While you cannot control how people will react, your approach can significantly influence the overall experience for your employees.