What do you do if your team is facing a layoff but you want to maintain a positive and inclusive culture?

Cuando enfrentamos la difícil tarea de despedir a un miembro del equipo, la TRANSPARENCIA es clave. Si el despido es por un tema de falta de ACTITUD Y VALORES, es fundamental aprovechar para enfatizar en esa cultura. Si el despido es por un tema de RENDIMIENTO es importante enfatizar que la confianza y el respeto al trabajo de nuestros compa?eros se demuestra cumpliendo los objetivos que permiten sumar al equipo.

My personal Philosophy is that there are two types of team members, one who wants to be saved and other who don't want to be saved. identifying this key feature will facilitate the motivation journey of team members as both has different mechanism.

I believe in being honest and open about what's going on. It's not just about sugarcoating things or keeping secrets. It's about being real with each other, about facing the tough stuff together. I've seen how tough times can bring out the best in us. It's like a test, but not in a bad way. It's a test of our resilience, our unity, and our ability to come together as a team.

Lidar com demiss?es enquanto tenta manter uma cultura positiva e inclusiva na equipe pode ser um desafio. No entanto, existem algumas coisas que você pode fazer para facilitar esse processo: Seja transparente e honesto: O pior que você pode fazer é deixar seus funcionários especularem sobre o que está acontecendo. Seja o mais transparente possível sobre a situa??o, mesmo que você n?o tenha todas as respostas. Explique os motivos das demiss?es e o que a empresa está fazendo para apoiar os funcionários afetados.

Organizo uma sess?o de avalia??o de performance onde evidenciamos os pontos fortes de cada membro e abrimos um mundo de possibilidades lá fora, onde a certeza de que s?o as pessoas ideias para serem realocados as a novas posi??es em que melhor tiveram melhor performance na actual organiza??o, os acompanhará.

La empatía es la base que servirá en estos casos. Como líder de equipos de trabajo debemos aprender a ponernos en los zapatos de nuestros colaboradores y saber los sentimientos que pueden experimentar como ira, frustración o depresión por ejemplo. En esta caso es deseable que les ayudemos a conseguir oportunidades de trabajo en otras empresas y al mismo tiempo apoyarles con una carta personal de recomendación para futuros trabajos. Crear una bolsa de empleos donde se incluyan a todos los desempleados sería una buena idea.

Just stumbled upon this piece and it really hit home. As someone who's been through the ups and downs of leading a team, especially during those tough times, I can tell you that empathy is indeed the cornerstone of any great leadership. It's not just about being there for your team when things are going well; it's about being there for them when the chips are down too. Imagine you're in a storm, and your team is with you. You're not just guiding them through the storm; you're also listening to their fears, their doubts, their hopes. You're validating their feelings, not just because it's the right thing to do, but because you understand that in the midst of chaos, those feelings are what make us human

Me resultó y resulta útil siempre, estar incluído dentro del equipo, es decir, tener un sentido de pertenencia, vivir el día a día con el grupo, conocer los problemas diarios y los futuros, de esa manera mí opinión, análisis y toma de decisiones toman más fuerza. En rigor se trata de acompa?ar y contener para que una eventualidad negativa no da?e el equipo

Consider organizing group or individual meetings to discuss the impact of the layoffs and provide a platform for team members to share their thoughts and feelings in a supportive environment. Communicate the available resources for career transition, such as resume workshops, networking opportunities, and skill-building programs, to empower affected employees in their job search and professional development. Additionally, demonstrate a commitment to fairness and transparency throughout the layoff process, ensuring that decisions are made with integrity and in accordance with company policies and legal requirements. You need to lead by example by exhibiting resilience and optimism.

Facing a layoff is tough, but maintaining a positive and inclusive culture is still possible. Communicate openly and transparently with your team, provide support and resources for those affected, celebrate achievements, and emphasize teamwork and solidarity to keep morale high during challenging times.

Just wanted to share a little nugget of wisdom that's been a game-changer for me and my teams. When the chips are down, and the layoffs are looming, it's super important to keep the team's spirits high. I mean, we're all in this together, right? So, let's not just focus on the negatives. Instead, let's celebrate the strengths and contributions of each and every one of us. Remember, every single achievement, no matter how small, is a testament to our hard work and dedication. It's a beacon of our collective success and a reminder of the value we bring to the table. So, let's not shy away from celebrating these moments. They're not just about us; they're about the team, about our community.

Start with a story about someone who faced similar situation. Encourage open discussions about the team's future goals and aspirations, emphasizing that their potential for growth and success extends beyond the current challenges. Recognize and applaud resilience, creativity, and adaptability demonstrated by team members during difficult times, reinforcing a culture of support and appreciation. Additionally, provide opportunities for cross-training and skill-sharing among team members to enhance collaboration and promote a sense of unity. Finally, express gratitude for the team's dedication and hard work, underscoring the collective efforts that have contributed to the organization's achievements and resilience.

Nunca deixe que os bons funcionários, aqueles que permaneceram com aquela sensa??o de próximo da fila. Sempre enalte?a os pontos fortes da equipe que prevaleceu e indique os possíveis pontos de melhoria que levaram ao desligamento de outrém, os pontos que você gostaria que n?o fossem seguidos. Se possível marque uma reuni?o, se n?o, em um momento oportuno deixe os confortáveis em saber de sua posi??o sobre tudo. A verdade é sempre a melhor ferramenta para se trabalhar! Explore-a.

Muito útil este tópico, as demiss?es s?o muitas vezes como um balde de água fria, ajudar a equipe a ver com outros olhos, apontando suas qualidades e contribui??es, faz da água fria um banho refrescante e com bons sentimentos de dar o próximo passo num novo emprego ou nova carreira.

Amid layoffs, spotlight your team's strengths and achievements as a source of encouragement. Emphasize the value each member brings and celebrate their contributions, fostering motivation and morale. By acknowledging successes, regardless of scale, you cultivate a culture of positivity and resilience amidst adversity.

As a thought leader, you need to prepare your team to thrive that means coaching them on how to understand, discover and nurture their identity, their brand this will set them up for success, navigating the difficulties of getting out of a layoff process, as the team that prevailed, if this has been done consistently, we would have also benefited those that were chosen to leave the organization. Thinking long term as team leaders, we are positioning employees strongly to overcome these challenges, working on the branding and networking is so important, encourage your teams to build and nurture those connections internally within the organization and externally for people within the industry and other areas or interest.

I've always believed in the power of looking ahead, not just to the next project or the next quarter, but to the future of our industry and our teams. It's all about setting a compass for our journey, one that's not just about surviving but thriving in the ever-evolving landscape of hospitality and tech. Workshops, skill development sessions, and networking events are the lifeblood of innovation. They're where we share ideas, learn from each other, and build those bridges that can lead to breakthroughs. It's not just about what we know now, but about what we're capable of learning and creating together.

Outline the company's plans for moving forward after the layoffs. Discuss how the remaining team members will be supported, how workload distribution will be managed, and what opportunities for growth and development will be available in the future.

Planejar o futuro é crucial. Mostrar esperan?a, explicar que o liderado é pe?a chave no desenvolvimento equipe motiva e mostra o seu valor.

Guide your team towards future planning with optimism and purpose. Organize skill development workshops and resume-building sessions, fostering a proactive approach to career transitions. Encourage networking and provide avenues for professional growth within the industry, empowering your team to navigate uncertainty with confidence and readiness for what lies ahead.

Every success is based on good motivation, but no success is achieved without ups and downs as an integral part. Motivation, support and the courage to aim forward are key factors that mean a lot both in team and individualy. The feeling of belonging and valorization of each individual should be among the basic practices of a good leader.

I just wanted to drop a quick note to remind us all of the importance of inclusivity in our work culture. It's so easy to fall into the trap of creating an "us versus them" mentality, especially when change is in the air. But let's not forget that every single one of us is part of this incredible journey we're on together. Remember, every team member, no matter their role or status, is a vital part of our success. So, let's keep everyone involved in meetings and decision-making processes. It's not just about the big decisions; even the smallest ideas can make a big difference. And who knows, maybe that's the next big breakthrough we're waiting for!

Ensure that all team members feel included and respected throughout the process. Avoid creating an "us vs. them" mentality between those who are staying and those who are leaving. Encourage collaboration and solidarity among team members.

Es fundamental mantener una cultura inclusiva durante los momentos difíciles, como los despidos. Todos los miembros del equipo deben sentirse valorados y parte del equipo, independientemente de su situación laboral. Continuar involucrando a todos en las reuniones y decisiones ayuda a evitar divisiones y fomenta un sentido de unidad. Además, considera organizar actividades o iniciativas que promuevan la cohesión del equipo y el apoyo mutuo, como sesiones de retroalimentación o grupos de apoyo. Estas acciones fortalecen los lazos dentro del equipo y contribuyen a mantener una cultura positiva y solidaria.

Une chose est s?re, il faut responsabiliser son équipe, c'est une source de motivation et cela permet une meilleure optimisation du travail.

Provide resources and support networks for both those who are staying and those who are leaving. This could include career counseling, resume workshops, networking opportunities, or access to mental health services. By offering support, you demonstrate your commitment to the well-being of all employees, regardless of their employment status.

Networks serve as lifelines during uncertain times, offering a platform for sharing job leads, providing emotional support, and keeping the lines of communication open. By reinforcing the idea that everyone is in this together, we create a sense of unity and solidarity that strengthens our collective resilience. As leaders, it's crucial to prioritize the well-being of our team members and foster a culture of support and inclusivity, even in the face of adversity.

It's important to organize mentoring or coaching programs within the team to facilitate knowledge sharing, skill development, and peer support. Encourage team members to exchange best practices, offer guidance, and provide constructive feedback to each other, fostering a collaborative learning environment. Promote a culture of inclusivity and empathy, where team members feel comfortable sharing their experiences and seeking advice from their colleagues. Emphasize the importance of active listening and mutual respect within these support networks, creating a safe and supportive space for open dialogue and the exchange of ideas. Lastly, acknowledge and celebrate acts of kindness and support within the team.

A mí me ha resultado, generar red de contacto para publicar, siempre ser creíble dado en el tiempo alguien siempre te devolverá la mano hoy por ti ma?ana por mi.

Las redes de apoyo son vitales en todo momento ya que nos permitirán escucharnos, integrarnos, empalizada, focalizar situaciones, compartir entre otros

Offer severance packages or assistance with job placement for those who are being laid off. Provide opportunities for team bonding activities or morale-boosting initiatives to help alleviate stress and maintain a positive atmosphere. Reassure the remaining team members about the stability of their positions and the company's commitment to their success. Continue to communicate regularly with the team, providing updates on the company's progress and any changes in direction.

En mi resultado contacto por Whatsapp o redes sociales mantengo cualquier dato en un alto nivel ingresan a la obra, Un maestro trabajo conmigo estudió y progreso hoy jefe de mantenimiento eléctrico. Hoy por ti ma?ana por mi sin mirar a quien

As a leader it's always good to not only look at the current situation but look beyound and seek out the other opportunities that you have not tapped into and pesue them and keep your team occupied with productive work while waiting for the layoffs to pass by.Sometimes layoffs are good opportunities for you to look for better and bigger opportunities for your team.