What do you do if your employees need assistance transitioning out of the company after a layoff?

1. Don't make commitments you can't honor; 2. Assign each person being laid off a dedicated contact they can work with to support them on all questions, issues, requests related to their transition; 3. Offer them guidance, resources, connections to future employment with care and without judgment; 4. Schedule dedicated time so you are in touch with them and can monitor their progress - (layoffs manifest differently to each person) 5. Remember remaining employees are impacted by these decisions too; so don't forget to support those that remain; 6. Have a proactive, consistent feedback loop and internal comms program to keep people proactively informed.

It’s important to offer not only emotional support, but tangible and actionable support. If the layoffs are truly financially driven, organizations have an obligation to soften the blow of unexpected job loss and the associated income, benefits, and resources deficit that it creates. Providing options for outplacement services, benefits subsidies, and recommendations for an effective job search go a long way when coupled with counseling and other means of support.

Don't just manage, lead. ... Provide open and clear communication. ... Prioritize the positive. ... Identify affected teams and groups. ... Have a dialogue with your employees. ... Look for more efficiencies.

Lay offs.can be such a devastating experience, especially if it is sudden. In my experience managing this highly emotional and often delicate process, I find that providing counseling services goes a long way. What we have to understand is that no matter the number of years a staff works for a company, if they form any kind of attachment, they will need the support to move forward. Support their future endeavors whether by helping with job placements or as simple as helping them with their resumes or recommendations. The layoff doesn’t only affect that staff, but the families they represent - especially those single income households. You MUST exhibit a sense of care not only through words, but support through actions - it speaks louder!

In the event of a layoff, we prioritize our employees' well-being by offering comprehensive support services. This includes career counseling, resume assistance, networking opportunities, and access to relevant job resources. Our goal is to ensure a smooth transition for all affected employees, helping them navigate this challenging period with dignity and support.

In the era of slow down job opportunities are limited. The open requirements posted on the portals is just a tip of an iceberg. The most effective way is networking. Here are a few action items 1. Share a LinkedIn post asking for opportunities among your network 2. If anyone is hiring from your network, connect him/her personally 3. Write a good recommendation 4. Help the laid off employees to improve their network

a) Financial uncertainty can be a major stressor after a layoff. Offering seminars on financial planning and budgeting post-layoff can help employees manage their finances more effectively during their job transition. b) Continuous support can leave a lasting positive impression on departing employees. Setting up an alumni network to share job leads and professional advice can maintain long-term goodwill and professional relationships with former employees.

Many companies engage in outplacement support by engaging with similar companies to host road shows and interviews on campus. It is a win win solution for the outgoing talent and the companies that are looking to hire.