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Here's how you can emotionally support employees during a layoff.

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Layoffs are challenging times for both employees and employers. As someone in charge of employee relations, it's crucial to handle these situations with sensitivity and support. The emotional impact on employees can be significant, and providing them with the necessary emotional support is not just a matter of empathy, but also a key component of maintaining a positive work environment and company reputation. In the following sections, you'll discover strategies to help emotionally support your team members through the layoff process.

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Anupama Rammohan

Senior HR Strategist | Independent HR Thought Leader | HR Transformation I Leadership and Organizational Development I…

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Sara Bordeaux

I help organizations transform culture, equip frontline leaders, and cultivate best practices within human resources.
Carlos Augusto

Head de RH | CHRO | Gerente de Recursos Humanos | Consultor Estratégico de RH | Transforma??o Organizacional |…

1 Open Dialogue

Creating an open dialogue is the first step in supporting employees during layoffs. Make sure to communicate the reasons behind the layoffs clearly and without corporate jargon, as this helps in maintaining trust. Allow employees to express their feelings and concerns, and listen to them without judgment. This can be facilitated through one-on-one meetings or small group discussions. Your role is to provide a safe space where employees feel heard and respected, even in the face of bad news.

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Carlos Augusto

Head de RH | CHRO | Gerente de Recursos Humanos | Consultor Estratégico de RH | Transforma??o Organizacional | Lideran?a de Pessoas | DHO | Membro do comitê de ética | Hr Manager
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Em se tratando de apoio emocional, ao comunicar uma demiss?o fa?a-o de forma gentil, respeitosa e empática. Deixando claro que a decis?o n?o é pessoal e que você está disponível para oferecer suporte durante a transi??o.

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2 Offer Resources

Providing resources to laid-off employees is a tangible way to offer support. This might include access to counseling services, career coaching, or job search assistance. Assure them that the company is invested in their well-being and future success, even as they transition out. By offering these resources, you demonstrate that the company cares about their employees as individuals, not just as workers, which can significantly ease the emotional toll of a layoff.

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Sara Bordeaux

I help organizations transform culture, equip frontline leaders, and cultivate best practices within human resources.
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How a company offboards employees says a lot about their integrity and lends to their employer brand. Outplacement services is a great option during a lay-off. An outplacement consultant can be onsite ready to speak with those being laid off to explain their services and soften the bad news they have received. Outplacement agencies will assist with improving job skills, resumes, interview skills, and more. In my HR career I have form a great connection with my favorite Outplacement consultant.

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Carlos Augusto

Head de RH | CHRO | Gerente de Recursos Humanos | Consultor Estratégico de RH | Transforma??o Organizacional | Lideran?a de Pessoas | DHO | Membro do comitê de ética | Hr Manager
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Dentro da politica da empresa, ofere?a informa??es sobre recursos de apoio disponíveis, como aconselhamento psicológico, grupos de recoloca??o/vagas ou programas de assistência ao empregado. Certifique-se de que o funcionário saiba como acessar esses recursos, se necessário.

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3 Transition Assistance

Helping with the transition process is essential for employees facing layoffs. Guide them through the next steps, such as understanding their severance package, explaining benefits continuation, and outlining possible reemployment opportunities. Ensure that they have all the information needed to make informed decisions about their future. A clear understanding of what to expect can reduce anxiety and provide some sense of control during a tumultuous time.

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Carlos Augusto

Head de RH | CHRO | Gerente de Recursos Humanos | Consultor Estratégico de RH | Transforma??o Organizacional | Lideran?a de Pessoas | DHO | Membro do comitê de ética | Hr Manager
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Dentro das possibilidades e de sua rede de relacionamento, ofere?a suporte para facilitar a transi??o do funcionário, como fornecer referências profissionais, ajudar na elabora??o ou revis?o do currículo, sugerir treinamento para desenvolvimento de habilidades, isso faz diferen?a.

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4 Encourage Team Support

Fostering a supportive team environment is beneficial when navigating layoffs. Encourage remaining employees to reach out and offer support to their departing colleagues. Sometimes, a kind word or an offer to help with networking can make a significant difference. It's important to remind your team that layoffs are a business decision and not a reflection of the individual's worth or performance.

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Carlos Augusto

Head de RH | CHRO | Gerente de Recursos Humanos | Consultor Estratégico de RH | Transforma??o Organizacional | Lideran?a de Pessoas | DHO | Membro do comitê de ética | Hr Manager
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Fortale?a uma cultura organizacional que valorize o apoio mútuo e a empatia, onde os funcionários se sintam seguros para buscar e oferecer ajuda e compartilhar suas preocupa??es.

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5 Maintain Professionalism

Maintaining professionalism throughout the layoff process is vital. Ensure that all interactions are respectful and empathetic. Be mindful of the language used when discussing layoffs and avoid placing blame or creating unnecessary speculation. This professionalism not only helps the affected employees but also sets a standard for how the company handles difficult situations, reflecting on its overall culture and values.

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Carlos Augusto

Head de RH | CHRO | Gerente de Recursos Humanos | Consultor Estratégico de RH | Transforma??o Organizacional | Lideran?a de Pessoas | DHO | Membro do comitê de ética | Hr Manager
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Seja respeitador com a privacidade do funcionário e mantenha a demiss?o confidencial, evitando fofocas ou especula??es no local de trabalho.

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6 Follow Up

Following up with laid-off employees after their departure shows continued care and support. Reach out to see how they are doing and if they need further assistance. This follow-up can be a phone call or an email, but the key is to show that they have not been forgotten. This gesture can greatly contribute to their emotional well-being and can help maintain a positive relationship between them and the company.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Anupama Rammohan

Senior HR Strategist | Independent HR Thought Leader | HR Transformation I Leadership and Organizational Development I Dog Mom I Wildlife Enthusiast I DEI Advocate
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Preparing for the Conversation: Layoffs are always challenging; having a solid grasp of the reasons can ensure your delivery is both convincing and compassionate. Avoid apologies or excuses to maintain authenticity, and use language that mirrors the headquarters'—crisp and direct. Consider partnering with a counseling service that specializes in loss counseling to support affected employees effectively. During the Conversation: Maintain a formal tone and focus on the next steps. Conduct meetings one-on-one to give each employee the space to be heard. Steer the conversation towards future opportunities rather than the reasons behind the layoff, and offer outplacement services to help them transition smoothly.

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Indranil Sen

Head: Human Resources | DISM ISO 30415 Educationist | DEI Business Process Expert
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Empathy is key. Help the individual understand the answers to their questions. Why them? What options do they have? What support can they expect? Act on the support promised, do not avoid them. Be transparent and honest.

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María Verónica de Jorge

Asociada Senior en Marval, O'Farrell & Mairal
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Ser empático al momento de notificar la extinción del vínculo laboral también incluye evitar reuniones o conversaciones demasiado extensas, dar vueltas (cual calesita!) dando explicaciones de los motivos del cese. Una buena comunicación no debería ser ni demasiado corta (que diera la sensación al empleado/a de que es un mero trámite) ni demasiado larga (que diera la sensación de reunión interminable).

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Here's how you can emotionally support employees during a layoff.

1

2

3

4

5

6

7

1 Open Dialogue

2 Offer Resources

3 Transition Assistance

4 Encourage Team Support

5 Maintain Professionalism

6 Follow Up

7 Here’s what else to consider

Employee Relations

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Here's how you can emotionally support employees during a layoff.

1

2

3

4

5

6

7

1 Open Dialogue

2 Offer Resources

3 Transition Assistance

4 Encourage Team Support

5 Maintain Professionalism

6 Follow Up

7 Here’s what else to consider

Employee Relations

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感谢您的反馈

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