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Last updated on 2024年6月13日

Here's how you can navigate difficult conversations during a layoff.

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Navigating difficult conversations, especially during a layoff, is a challenge that requires tact, empathy, and a clear understanding of the situation. Layoffs are sensitive and can be emotionally charged, but handling them well is crucial to maintaining a professional environment and ensuring that those leaving feel respected. It's important to approach these conversations with a plan, acknowledging the difficulty of the situation for all parties involved. By using conflict management skills, you can ensure that the process is as smooth and dignified as possible, which not only helps those being laid off but also maintains the morale of the remaining team members.

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Clarissa Nogueira

Gerente de Opera??es | Vendas | Cobran?a | Atendimento | Relacionamento | Banking
Charles Muthui

Challenging the status quo of team building, employee engagement, people experiences & management retreats
Elielson Nascimento

Pedagogo - Gestor de equipe - Educador Social

1 Prepare Thoroughly

Before initiating a layoff conversation, it's essential to prepare. This means having all the necessary information at hand, including the reasons for the layoff and the logistics involved. You should also anticipate questions and concerns that may arise and be ready with clear, concise answers. Preparing scripts or key points can help keep the conversation on track and ensure that you convey the necessary information compassionately and professionally. Remember, preparation also involves setting the right tone and environment for the conversation to take place.

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Elielson Nascimento

Pedagogo - Gestor de equipe - Educador Social
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Antes de qualquer medida, é imperativo proceder à revis?o do desempenho do colaborador, assegurando que todas as avalia??es e feedbacks estejam devidamente documentados, bem como que tenham sido oferecidas oportunidades para melhorias. Adicionalmente, é essencial consultar os departamentos de recursos humanos e jurídico, de modo a garantir que os procedimentos estejam em conformidade com as legisla??es trabalhistas vigentes e as políticas internas da empresa. Posteriormente, deve-se selecionar um local privado e adequado para discutir o desligamento, estando preparado para expor os motivos de maneira clara e objetiva, fundamentando-se em fatos.

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Charles Muthui

Challenging the status quo of team building, employee engagement, people experiences & management retreats
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Be well prepared and you can also do many practices by yourself before the actual day. Figure out how you will structure your discussion and how you will back your facts. It's important to know which sources you will quote beforehand and how you will address questions.

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2 Be Empathetic

Empathy is the cornerstone of any difficult conversation, especially during layoffs. Put yourself in the shoes of the person receiving the news and understand that this may be a highly distressing time for them. Speak with kindness and respect, and allow them the space to express their emotions. It's important to listen actively and acknowledge their feelings without making promises you can't keep. Demonstrating genuine concern and understanding can go a long way in easing the pain of the situation.

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Cibele Gonsalves

Gest?o | Nutri??o | Auditoria | Qualidade e Seguran?a
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Demiss?o é sempre uma situa??o delicada, pois a dinamica de vida de uma pessoa será transformada. Desta forma, seja empática, transmita a informa??o da mesma maneira como você gostaria que transmitissem para você. Seja verdadeira, respeitosa e acolhedora neste momento. Ou?a o que o outro tem a dizer e compreenda a dor.

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3 Communicate Clearly

Clarity in communication is critical during a layoff conversation. You need to be direct while also being sensitive to the individual's emotional state. Avoid using jargon or overly complex explanations; instead, be straightforward about the reasons for the layoff and what it means for the individual. It's also important to discuss the next steps, such as severance packages or assistance with job placement if available. Clear communication can help reduce misunderstandings and ease some of the uncertainty that comes with being laid off.

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Clarissa Nogueira

Gerente de Opera??es | Vendas | Cobran?a | Atendimento | Relacionamento | Banking
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Acredito que um desligamento, n?o deveria ser uma surpresa para o funcionário. Idealmente, a comunica??o e o feedback contínuos dentro da organiza??o devem preparar o funcionário para essa possibilidade, mas caso a decis?o sobre o desligamento seja por fatores externos como redu??es na empresa, a comunica??o deve ser clara e direta sobre os motivos da demiss?o. Mantenha o respeito, profissionalismo e evite usar eufemismos ou ser vago. Lembre-se que este colaborador merece ser tratado de forma justa e cordial. Lidar com demiss?es é sempre difícil, mas abordando a situa??o com sensibilidade e profissionalismo, é possível minimizar o impacto negativo e manter a integridade e o respeito no ambiente de trabalho.

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Charles Muthui

Challenging the status quo of team building, employee engagement, people experiences & management retreats
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Ensure there's clarity in your communication and utilize simple language. Figure out the purpose of your discussion before hand for better articulation. Develop the objectives of your discussion and how you will achieve them.

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Felipe Dias Nunes

Especialista de Rh | Gestor de Pessoas | Treinamento | Smc | Green Belt | Cx, Ex, Nps | Relacionamento | Comercial
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Entendo que para navegar em conversas difíceis durante uma demiss?o, mantenha a calma e a empatia. Esse momento n?o pode ser uma surpresa, mas sim o resultado de uma jornada. Seja claro e direto, explicando os motivos de forma respeitosa. Escute ativamente as preocupa??es do funcionário e ofere?a suporte, como informa??es sobre benefícios e possíveis recomenda??es.

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4 Offer Support

Offering support to those being laid off can significantly impact how they view the company and the layoff process. Discuss available resources, such as outplacement services, counseling, or training opportunities that can assist them in their transition. Ensure that they know how to access these resources and who to contact for further information. Providing support shows that the company cares about its employees' futures, even when it can no longer employ them.

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5 Follow Up

After the initial layoff conversation, it's important to follow up. This could mean checking in to see how they are doing, providing additional information or resources, or simply offering a listening ear. Follow-ups show that you haven't just delivered difficult news and moved on; it shows that you are there to support them throughout the transition. It also provides an opportunity to address any new questions or concerns that may have arisen since the layoff discussion.

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6 Maintain Privacy

Respecting privacy is crucial during layoffs. Ensure that conversations are held in a private setting and that any information shared is kept confidential. Privacy also extends to the way in which the news is communicated to other staff members. Be discreet and considerate, sharing only what is necessary while upholding the dignity of those who are leaving. A breach of privacy can lead to mistrust and a negative atmosphere, which is detrimental to everyone involved.

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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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Bruno Oliveira

Administrador / Gerente Bancário / Certificado CPA 20 / CEA (cursando)
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Bom, nesse momento n?o há muito o que discursar, principalmente se a decis?o for sua, líder direto, pois é provável que você já tenha formalizado feedbacks sobre oportunidades individuais, falta de conex?o com a equipe, n?o entrega de indicadores ou quaisquer outros motivos. Sendo assim, é muito provável que a pessoa já saiba exatamente qual é o motivo.

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Wesley Carmo de Oliveira

Gerente Sênior de Planejamento Estratégico | Driving Operational Excellence | Estratégia de experiência do cliente | Gest?o de equipes | Indicadores de desempenho (KPIs) |Black Belt Lean Six Sigma
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é muito importante ser transparente neste momento,isso facilitará a compreens?o da decis?o tomada,e vai ajudar o colaborador a superar este momento,bem como iniciar o movimento para um retorno ao mercado, impulsionado pelo feedback aplicado durante o layoff. Ressaltar os pontos de contribui??o do colaborador e principalmente os pontos de oportunidade,que acarretaram nesta decis?o é a melhor maneira de demonstrar na prática a empatia e o agradecimento ao servi?o prestado. A trajetória profissional passa sempre por momentos de início e término,e isso é absurdamente saudável quando feito com maturidade,honestidade e empatia.

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Here's how you can navigate difficult conversations during a layoff.

1

2

3

4

5

6

7

1 Prepare Thoroughly

2 Be Empathetic

3 Communicate Clearly

4 Offer Support

5 Follow Up

6 Maintain Privacy

7 Here’s what else to consider

Conflict Management

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Here's how you can navigate difficult conversations during a layoff.

1

2

3

4

5

6

7

1 Prepare Thoroughly

2 Be Empathetic

3 Communicate Clearly

4 Offer Support

5 Follow Up

6 Maintain Privacy

7 Here’s what else to consider

Conflict Management

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感谢您的反馈

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