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What do you do if you need to manage the aftermath of a layoff?

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Layoffs can be a challenging time for both the organization and the employees who remain. As a people manager, your role in managing the aftermath is crucial for maintaining morale and productivity. You need to communicate effectively, provide support, and realign your team with the new organizational goals. Understanding the emotional and practical needs of your team during this period will help you navigate the situation with empathy and strategic foresight.

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Tun Kim Ong

General Manager, IBM Manufacturing Solutions | Author | Mentor | Coach | SkillsFuture Fellowship | Master NLP

1 Address Emotions

When managing the aftermath of a layoff, it's essential to address the emotional impact on your remaining team members. They may experience a range of emotions, from guilt to fear about their own job security. It's your job to acknowledge these feelings and foster an environment where open communication is encouraged. Offer support and understanding, and consider providing access to counseling services if needed. By validating their emotions, you help pave the way for healing and refocusing on the future.

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2 Communicate Clearly

Clear communication is paramount after a layoff. You must provide your team with as much information as possible about the reasons behind the layoffs and how this will affect the company's future. Avoid sugarcoating or withholding information, as this can lead to mistrust. Instead, be transparent about changes and what is expected from your team moving forward. This clarity will help reduce uncertainty and allow your team to adjust to the new reality.

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Mohd. Ali Naqvi

Experienced Cloud Solution Architect and Multi-Cloud Specialist with expertise in VNF and CNF | Kubernetes Guru | RHEL Engineer | Oracle Cloud Consultant | VMware Expert | OpenStack Developer | Helm Administrator
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Be honest with remaining employees about the reasons for the layoff, ensuring they understand it was a necessary business decision. Provide reassurance about the company's stability and future plans.

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3 Rebuild Trust

Trust can be severely damaged after layoffs, making it imperative to rebuild it within your team. Demonstrate your commitment to the remaining employees by being present, approachable, and consistent in your actions and decisions. Show that you value their contributions and are invested in their career growth. By fostering a culture of trust, you'll encourage a more engaged and committed workforce, ready to move forward together.

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Mohd. Ali Naqvi

Experienced Cloud Solution Architect and Multi-Cloud Specialist with expertise in VNF and CNF | Kubernetes Guru | RHEL Engineer | Oracle Cloud Consultant | VMware Expert | OpenStack Developer | Helm Administrator
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Address concerns and offer support to those who are still with the company. This might involve additional training, workload adjustments, or counseling services to help them cope with any emotional impact.

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4 Set New Goals

Post-layoff, it's important to set new goals to give your team direction and purpose. Realign your team's objectives with the current state of the company, ensuring they are achievable and relevant. Involve your team in this process to empower them and to gain buy-in. This collaboration in goal-setting can also serve as a team-building exercise, strengthening the team's unity and focus on shared success.

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5 Offer Support

Providing support to your team is crucial in managing layoff aftermath. This includes being available to answer questions, offering training or upskilling opportunities, and helping employees adjust to new roles or responsibilities. Acknowledge the added stress they may be under and be flexible where possible to accommodate their adjustment period. Your support will not only ease the transition but also demonstrate your commitment to their well-being.

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6 Move Forward

Finally, it's important to help your team move forward. Encourage a forward-thinking mindset, focusing on the opportunities that lie ahead rather than dwelling on the past. Celebrate small victories and progress towards new goals. This positive outlook will help shift the team's perspective from loss to growth and can inspire motivation and resilience in the face of change.

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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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Tun Kim Ong

General Manager, IBM Manufacturing Solutions | Author | Mentor | Coach | SkillsFuture Fellowship | Master NLP
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No managers want to experience managing layoffs. It is emotionally and mentally tiring. Manager who had experienced it knows how important it is to keep a clear mind and calm heart. Managers can take these actions after the layoffs. * Be accessible and available to remaining team members. Let them know you are alongside with them as everyone adapts to the changes, workloads, * Communicate sincerely in various ways, eg team meetings, small groups, 1 on 1 for the messages to be understood correctly. * Brainstorm, discuss challenges and opportunities; agree on common objectives, outcomes and action plans. Managers, you are human too! Speak to your mentors, and upline managers if you are feeling overwhelmed and need support.

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Mohd. Ali Naqvi

Experienced Cloud Solution Architect and Multi-Cloud Specialist with expertise in VNF and CNF | Kubernetes Guru | RHEL Engineer | Oracle Cloud Consultant | VMware Expert | OpenStack Developer | Helm Administrator
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Reflect on the reasons for the layoff and consider what changes can be made to prevent similar situations in the future. Evaluate restructuring options, financial strategies, or operational improvements to strengthen the company's stability.

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What do you do if you need to manage the aftermath of a layoff?

1

2

3

4

5

6

7

1 Address Emotions

2 Communicate Clearly

3 Rebuild Trust

4 Set New Goals

5 Offer Support

6 Move Forward

7 Here’s what else to consider

People Management

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What do you do if you need to manage the aftermath of a layoff?

1

2

3

4

5

6

7

1 Address Emotions

2 Communicate Clearly

3 Rebuild Trust

4 Set New Goals

5 Offer Support

6 Move Forward

7 Here’s what else to consider

People Management

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