What do you do if you want to maintain productivity and proactivity during a layoff?

It can hit anyone no matter what your position is so these are my advice through experience : - Stay calm and collected to sail through the storm - Meditate and rediscover your true potential everyone is gifted at the end of the day its for your own benefit , stay confident and dont take it personal. - Network on social media and post showcase your skills you never know whos watching and looking for you , Build your brand. - Seek guidness and coaching from experts and your circle of trust - Upskill and stackup skills anything you want to learn now is available online - Finally its temporary and it will pass nothing lasts forever and the only constant is change

During a layoff, focus on maintaining productivity and proactivity by staying organized, setting clear goals, and prioritizing tasks. Communicate openly with your team to ensure everyone is aligned and motivated. Take initiative to streamline processes, identify areas for improvement, and contribute valuable ideas. Stay adaptable and resilient, embracing change as an opportunity for growth. Invest in upskilling or expanding your knowledge base to remain competitive in the job market. Remember to take care of your well-being and seek support from colleagues or mentors during challenging times.

"Maintaining productivity and morale during a layoff is crucial. Here's how: Transparent Communication: Keep everyone informed and address concerns. Clarify Roles: Define new responsibilities and priorities clearly. Focus on Essentials: Allocate resources wisely for key tasks. Empower Employees: Provide support and training for new roles. Open Communication: Encourage feedback and updates. Foster Collaboration: Promote teamwork and mutual support. Recognize Contributions: Reward efforts and boost morale. Stay Agile: Adapt to changes and adjust strategies as needed. Lead your team through challenges with resilience!

To maintain productivity and proactivity during a layoff: 1. Focus on essential tasks. 2. Stay organized with a clear schedule. 3. Communicate effectively with colleagues and managers. 4. Offer assistance in areas needing help. 5. Upskill and learn during downtime. 6. Maintain a positive attitude and seek support. 7. Network and update your resume. 8. Explore internal and external opportunities. 9. Stay informed about industry trends and job market conditions. 10. Remain adaptable to change.

Communicating openly and creating dialogue is a superpower in difficult times. We cannot stop these moments occurring in the political and economic turmoil we live within, but we can change how we communicate, share and engage with people within this. Leveraging empathy for those who are conscious or unsure of the environment and adapting our communication to them will entirely change the environment.

Once the communication has been taken care of, it's time to bring back focus on the priorities and goals. Most often, leaders falter here. While layoffs are heavily aligned with financial goals and priorities, leaders must also factor in their teams' productivity and proactivity. If your teams are scared of their job safety and well-being, they will NOT be proactive and productive. They might become proactive in searching for another job, but not at the task in their hands. Therefore, more sharply factor in the priorities and goals around employees' emotional safety, well-being, and belongingness. Make sure people who remain in the company are aware of the expectations from them. And make sure that aligns with the actions you take.

It's natural to feel threatened and afraid when layoffs occur on your team. That's why it becomes your responsibility as a leader to cultivate a positive and supportive culture. Get vocal. Show your appreciation and gratitude to the team. Create opportunities for team bonding and group well-being exercises. Organize workshops to enhance resilience in your team. Encourage them to share their emotional and mental states. And make sure you are genuinely there for them.

Do a skills check and work on maximizing on the transferable skills, at times as this people won't be open to learn as much as find their next job! You can Never be 100% to layoffs, specially when it involves people that you have worked shoulder to shoulder. Focus on the main reason of the layoff which in most cases is financial and nothing to do with your team's capabilities and abilities Utilize your network to introduce the departing team members to potential employers and back it up with your endorsement

This article bothers me - There's no mention of honesty, rebuilding trust, transparency or grief. If a company can do a layoff, the folks that are left (including the manager) can be really jangled up. "My friend got fired." "I'm afraid I'll be next." "I guess I should just start job-searching now before I'm caught off-guard." etc. Let's acknowledge ALL of that - layoffs suck and really ought to be a last resort - then start the top-down communication: Why did it have to happen, and what other options were explored? What outcome did the layoff intend to bring about and how? What help does the company need from the remaining employees to make that happen? What do you need, remaining employees, to feel secure and move forward?