Here's how you can maintain fairness and transparency while conducting a layoff process.

Fairness and well-defined criteria for layoff decisions are lacking. Few options before layoffs: Temporarily reducing work hours, shorter weeks, four days instead of five, to cut costs, unpaid leave, and annual leaves to manage costs. Early retirement. Implementing job sharing to reduce overall costs while retaining talent. Cross-training to perform multiple roles proves beneficial during resource constraints and ensures smooth operations, new skills to support business needs, the staff remains adaptable, relevant, and motivated. Natural attrition, not replacing team members who leave for different reasons. Internal transfers, use of existing talent.Temporary salary reductions, temporary team members instead of FTE, no long-term commitment.

To maintain fairness and transparency during a layoff process, establish clear criteria and guidelines for selection based on objective factors such as performance, skills, and business needs. Communicate openly with affected employees about the reasons for the layoffs and provide support resources such as outplacement services or severance packages. Treat all employees with dignity and respect throughout the process, ensuring transparency in decision-making and offering opportunities for feedback or appeal. By prioritizing fairness and transparency, HR can mitigate the impact of layoffs and uphold trust within the organization.

The main thing to do in a dismissal process is to be transparent with the employee. Often the reason is not clarified and the employee does not understand the reason. First, constant feedback must be carried out in order to improve the employee. If there is no evolution, the reasons that led to the dismissal must be made very clear, so that it can evolve in your future company

Maintain Confidentiality: Respect the privacy and confidentiality of affected employees throughout the layoff process. Avoid disclosing sensitive information to colleagues or external parties without permission.

Establish Clear Criteria: Define specific criteria for selecting employees for layoff, such as performance, skills, seniority, or job function. Ensure these criteria are communicated openly to all employees. Communicate Early and Honestly: Be transparent about the reasons behind the layoffs, whether it's due to financial challenges, restructuring, or other business factors. Provide regular updates throughout the process to keep employees informed. Provide Adequate Notice: Whenever possible, give affected employees sufficient notice before their employment is terminated. This allows them time to prepare, explore alternative employment opportunities, and mitigate the financial impact of losing their job.

Pour maintenir l’équité et la transparence lors d’un processus de mise à pied, il est essentiel d'établir des critères Objectifs : Basez les décisions de mise à pied sur des critères objectifs et mesurables pour éviter tout favoritisme ou discrimination.

Na minha experiência, passei por empresas nacionais, internacionais e de base familiar. O fator processual de demiss?o, sempre se fez necessário em alguns momentos, sejam por crises econ?micas ou por encerramento de contratos, gerando assim a necessidade de ajuste nos or?amentos. Esse processo, sempre foi feito de forma bem conduzida e justa, deixando assim um legado tanto para o empregado, quanto para a empresa.

Maintaining fairness and transparency during a layoff process is crucial to ensure that affected employees understand the reasons behind the decision and feel that the process was conducted with integrity. Provide a clear and honest explanation for the layoff decision. Be transparent about the business reasons, such as financial challenges, restructuring or changes in market conditions. Avoid vague or misleading explanations, as they can erode trust and create confusion. Whenever possible, provide affected employees with advance notice of the layoff. This gives them time to prepare emotionally, explore alternative options and seek new employment opportunities.

Pour maintenir l’équité et la transparence lors d’un processus de mise à pied, il est essentiel d'établir: - un processus formalisé : Ayez un processus formalisé et documenté qui est appliqué de manière cohérente à tous les employés. -Communication Ouverte : Informez tous les employés des raisons et des critères de la mise à pied de manière claire et honnête.

Once the criteria have been established and the incumbents been identified, its important to also understand the impact the layoff will have on each of their personal and professional lives. While a structured communication plan must be created, it is imperative that the communication is carried out with empathy and caring. a 2:1 or 1:1 closed door communication is more respectful and professional than a mass communication around the layoff.

Um plano de comunica??o, ameniza de certa forma essa transi??o no processo de demiss?o. A transparência sempre demonstra que a demiss?o n?o é algo pessoal, mais sim corporativo.

During COVID-19 impact, AirBnB was loosing its 80% or more of business in APAC and they knew that it's not going to stop and soon will follow in other parts of WW business. CEO started thinking about what should be the lay-off strategy which was inevitable at that stage. Communication about lay-off with openness and empathy is the best thing one could do - 3W strategy - Why, What and Who. AirBnB CEO is highly praised for his communication style during that lay-off as he wrote that memo empathetically without hiding anything (Generally twisted legal jargons). Laid-off employees did appreciate that honesty. It's not communication plan but it is open, transparent and clear communication itself that helps the most to reduce noise and chaos.

Pour maintenir l’équité et la transparence lors d’un processus de mise à pied, il est essentiel un programme de soutien aux Employés : Offrez du soutien aux employés affectés, comme des services de conseil ou d’aide à la recherche d’emploi

Develop fair severance packages that provide employees with appropriate financial support during their transition. Consider factors such as length of service, job level and local employment regulations when determining the severance benefits. Clearly communicate the details of the packages to employees. Offer resources and support to affected employees during the layoff process. This can include career counseling, job placement assistance, resume writing workshops or access to outplacement services. Provide information on available employee assistance programs or counseling services to help them cope with the emotional impact of the layoff.

Na minha experiência ao longo de trinta anos, n?o encontrei em nenhuma das mais variadas empresas que passei, ofertarem aos funcionários demitidos um servi?o de recoloca??o ou cursos. Sei da existência de empresas, que adotam esse modelo e vejo como algo tremendamente importante. Pois o desligamento de uma empresa, afeta n?o só o demitido, como todos a sua volta.

Sim aqueles funcionários que diante das crises econ?micas permanecem na empresa, devem ser assessorados de forma a minimizar os impactos sobre a produtividade e relacionamento. Tudo isso para n?o gerar um mal estar junto aos seus superiores e futuros colegas de trabalho.

Apply the established criteria consistently and fairly to all employees. Avoid making exceptions or deviating from the criteria unless there are compelling legal or business reasons. Treating employees equitably helps maintain fairness and reduces the risk of legal challenges. Respect the privacy and confidentiality of the affected employees throughout the process. Avoid discussing individual layoff decisions with unauthorized personnel or sharing sensitive information with colleagues who are not directly involved. After the layoff process, conduct a post-layoff follow-up to assess how the remaining employees are coping and address any lingering concerns.