No Manager wants to lay off staff, but sometimes that remains the only option especially during a recession hit period. When a layoff is the only option, the employees who leave, and the ones who are left, feel more confident if the boss is able to handle the situation with genuine respect & care. Employees get demoralised quicker when they watch their former colleagues, shown the door abruptly and disrespectfully. However in a smaller company, layoffs can be a much more personal thing. They don't have full fledged HR department to handle it. Mostly the people doing the process work, with those who are being laid off. That's why it becomes more important dealing it with care and sensitiveness. Mostly layoff past is covered with bad memories. Some of the worst stories, are from employees who were notified of their job loss in e-mail or text message. Dealing with a layoff is difficult for both employer and employee, but it doesn't have to be unbearable. The blow can be soften a bit which can make the transition easier for both sides, a few suggestions can be...
1.Talk openly about.
Rather than just telling people to pack their things and leave, respectful employers should explain the reasons behind the layoffs.
Personally conversing with the affected workers of the decision in private before the word is out works better. It should be told in a respectful manner, behind closed doors. Let the news sink in and them figuring out what they're going to do with it before they have to face their colleagues.
3.Giving time for bidding byes.
The policy might require terminated workers to leave the building immediately, but that is often not necessary. In most of the cases, preferanly people are permitted to say goodbye to coworkers. Keeping in mind that terminated workers are recent employees, not second-class citizens. When possible, 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.Making smooth transition.
Small businesses may not have access to job placement services available through some larger companies, but they can still ease workers transition to other employment. It creates some type of Mental support for the employee. By providing outplacement services, you are helping people in your community and generating goodwill with the people being let go and those remaining, by doing this you are also lessening the likelihood that a terminated employee will have issues against you that they'll want to turn into litigation.
5.Remember remaining workers.
With fewer employees, it's more important than ever to maintain productivity and keep your company going. That's why you can't neglect the workers who are left behind, often with high levels of anxiety about their own job security and new tasks they may be asked to undertake. Ongoing communication with remaining employees can tamp down anxiety and rebuild productivity.
The only and most important thing you can do to ease anxiety among a workforce that has experienced cutbacks is to 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. Communicating clearly about job duties and expectations, especially if workers will be asked to take on tasks previously handled by others. Also, discuss about each employee's work and what led to decisions about who to keep and who to let go. These discussions help people understand what they can do to keep their jobs. And if there's a chance there will be future layoffs, it's fair to let employees know you will continually evaluate the situation. It just treating employees as an important part of the organisation and as responsible individuals who can help move the company forward.
Reenu Sahore Life Coach