登录查看更多内容

Last updated on 2024年11月23日

What do you do if you need to conduct layoff meetings as a supervisor?

由人工智能和领英社区提供技术支持

Conducting layoff meetings is one of the most challenging tasks you may face as a supervisor. It requires a blend of empathy, clarity, and adherence to legal and company protocols. The gravity of the situation means that preparation is key; you must be well-informed about the reasons for the layoffs, the details of severance packages, and the support available for those affected. Your role is to deliver the news in a manner that is respectful and sensitive, yet clear and direct, minimizing misunderstandings and maintaining the dignity of all parties involved.

此文章中的业界达人

由社区从 3 条内容中精选。了解更多

Régis Roberto Silva

Top Voice Habilidades de Supervis?o I Gerente/Supervisor de produ??o I Mentor I Consultor I Mediador de conflitos I…

1 Prepare Thoroughly

Before you even set foot in a layoff meeting, thorough preparation is essential. You need to understand the rationale behind the layoffs and be able to explain it in simple terms. Familiarize yourself with the details of the severance package, outplacement services, and any support your company offers to those being laid off. This information will help you answer questions and provide clear guidance. Remember, your preparation will not only help those affected but also assist you in managing your own stress and emotions during these difficult conversations.

添加您的观点

2 Legal Considerations

Understanding the legal aspects of layoffs is crucial. Ensure that you are aware of the laws and regulations that apply to your situation, such as the Worker Adjustment and Retraining Notification (WARN) Act in the United States, which mandates advance notice in certain cases. Consult with your company's human resources (HR) department or legal counsel to verify that all actions comply with employment laws. This will help protect both your company and the employees from potential legal issues.

添加您的观点

3 Communicate Clearly

When it comes time to conduct the layoff meeting, clear communication is key. Speak with compassion but be direct about the situation. Avoid jargon or euphemisms that can confuse or mislead. It's important to convey the decision as final to prevent false hope. Allow time for the employee to process the information and ask questions. Your ability to communicate clearly and calmly can greatly affect how the message is received.

添加您的观点

Joanna Loong Bee Lian

Lead Practice Manager
举报内容
As supervisor when we need to communicate with team members on the layoff , we have to have a briefing session why layoff is inevitable and provides rationale and explicit information and give the layoffs remuneration package and how the criteria process is being done . After this explanation give team members chance to pour out their feedback or feelings and provide positive feedback how they can opt to move forward and make changes to their livelihoods . Get team members to understand why actions had to be taken and what they need to prepare for and probably get some counseling team to help them to re skill them for other jobs in order to move on .

已翻译

赞

4 Offer Support

In a layoff meeting, offering support is as important as delivering the news itself. Discuss the resources available to the employee, such as counseling services, job search assistance, or training opportunities. Emphasize that these supports are in place to help them transition to new employment. Your role is to be a conduit of information about these resources, showing that the company cares about their well-being even after they leave.

添加您的观点

JAHSWILL ODIBO

Facility Officer ||| Expert on Access Control/CCTV installation and Security Systems|| Production Engineer
举报内容
As a supervisor you must have a strong reason to present when you want to layoff a staff or worker, that reason has to be communicated to human resources department and it has to be looked into critically before it can be considered to be presented in a lay off meeting. Meanwhile, since it's a very hard decision to make, the way the employee will digest the news has to be considered, hence, a clear counseling with employee has to be made, encourage the employee and give him reason for getting better opportunities ahead.

已翻译

赞

5 Handle Emotions

Be prepared for a range of emotions from those being laid off. Some may react with anger, others with sadness or shock. It's essential to remain empathetic and patient, allowing them to express their feelings without judgment. Maintain professionalism at all times, and if the situation becomes too heated, suggest taking a break to allow emotions to settle. Your ability to manage these emotional reactions is a testament to your supervisory skills.

添加您的观点

Régis Roberto Silva

Top Voice Habilidades de Supervis?o I Gerente/Supervisor de produ??o I Mentor I Consultor I Mediador de conflitos I Headhunter I Neurocientista I Analista Comportamental I Treinador I Palestrante I Escritor I Professor
举报内容
Sempre que falamos sobre demiss?o as emo??es precisam ser controladas, principalmente quando se trata de demiss?es por motivos externos, como economia, perda de contrato ou qualquer outro fator que n?o está diretamente relacionado com a performance individual. Em uma reuni?o dessas, o supervisor precisa estar ciente que a sua comunica??o poderá gerar inúmeras rea??es se n?o for bem planejada, será necessário ter o discurso bem alinhado com o RH e seus superiores, para n?o gerar interpreta??es dúbias nos colaboradores afetados. Cuidar do tráfego emocional, falar somente o necessário e de maneira estruturada, ajuda a amenizar o impacto nos ouvintes. Portanto, seja direto e sucinto, sem abrir margens para questionamentos ou exposi??o pública.

已翻译

赞

6 Follow Up

After the layoff meeting, it's important to follow up. This could mean checking in with the employee to ensure they have understood everything and are aware of their next steps. It could also involve communicating with the remaining team members to address any concerns and maintain morale. A thoughtful follow-up demonstrates your commitment to supporting all employees through this transition.

添加您的观点

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?

添加您的观点

Supervisory Skills

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

What do you do if you need to conduct layoff meetings as a supervisor?

1

2

3

4

5

6

7

1 Prepare Thoroughly

2 Legal Considerations

3 Communicate Clearly

4 Offer Support

5 Handle Emotions

6 Follow Up

7 Here’s what else to consider

Supervisory Skills

给文章评分

感谢您的反馈

更多Supervisory Skills相关文章

更多相关阅读内容

What do you do if you need to conduct layoff meetings as a supervisor?

1

2

3

4

5

6

7

1 Prepare Thoroughly

2 Legal Considerations

3 Communicate Clearly

4 Offer Support

5 Handle Emotions

6 Follow Up

7 Here’s what else to consider

Supervisory Skills

给文章评分

感谢您的反馈

查看其他技能