What do you do if your employees are facing a layoff?

When facing the difficult decision of implementing layoffs, Openly address the situation with affected employees, providing clear reasons for the layoffs and emphasizing that the decision is not a reflection of their performance.

Layoffs are always a challenging time for organizations and while planning ahead is critical, the foundation is to treat people like the humans (with empathy). Communication is so vital before, during, and after. Below are a few focus areas while planning: 1) Ensure the selection criteria is solid (objective) and makes sense (Legal is a great partner here). 2) Have discussions with People leaders so that they understand the messaging (FAQs and talking scripts work wonders if a leader is nervous or unsure). 3) Understand the resources that impacted employees will receive (i.e. severance / outplacement services). Include resources that employees who remain will also receive (i.e. EAP / honest discussions with their manager)

It is a good practice to communicate layoffs early and honestly as they would be communicated anyway by your employees and there is no way to control the narrative especially if they were hurt. Years of your employer branding could go down the drain and you would need to hire again.

Provide outplacement services, such as resume writing assistance, job search support, and career counseling to help affected employees transition to new employment opportunities.

The practical tools an organization can provide to employees facing layoffs are resume writing, workshops, and interview coaching. Also consider severance or outplacement services to facilitate transitions. Never miss an opportunity to provide emotional support. Don't run from the fact that you are laying off employees. Acknowledge the ordeal and provide counseling if possible. Recently, my company did this as well as offered free professional headshots to employees that were being laid off. Employees will remember how you treat them. Don't skirt accountability because the situation is less than desirable. Remain strong in you ability to navigate troubled waters. As Always: Stay Patient. Stay Disciplined. And the Gains Will Come.

The fact that employees can/will feel some guilt or anxiety around not being selected for layoffs is very real. Communication will be the cornerstone to help these employees. 1. As a leader, it's ok to show some vulnerability. 2. Give your team members time to adjust (read: grace). It is not business as usual. 3. Support with work absorption and how that can cause overwhelm in difficult situations. Employees' psychological safety will be fractured and it may naturally take some time for trust to be rebuilt.

It's essential to address concerns, boost morale, and provide reassurance about the company's future plans. Clear communication and transparency can help retain valuable talent during this challenging period.

At the end of the day you need to treat every person leaving like the whole human they are. Make space for the big feelings that come from being laid off, support them with the transition, offer support and let people say goodbye to their team. How you treat the people leaving speaks volumes to those staying who you are and how you see them, as whole human beings or as numbers.

Clear the air: 1) Take questions from your employees 2) Answering what you know. I.e. I know as much as you; it is an uncertain time; we are expecting an announcement, etc 3) Tell them you are there for them and to bring any Q's. The most important thing to do at this time is to confirm there is uncertainty, but the only certain we can do is focus on our work. So, let's stick to our mandate. We cant do anything about rumours and it's not productive to speculate when facts are unknown.

After the layoffs, evaluate the remaining workforce and identify areas where restructuring or retraining may be necessary to align with the organization's revised goals and strategies. Analyze the factors that led to the layoffs and use the lessons learned to improve workforce planning, financial management, and operational efficiency in the future.

When employees are facing a layoff, it's essential to approach the situation with empathy, transparency, and support. HR should communicate openly with affected employees, providing clear reasons for the layoff and offering assistance in navigating the transition. This may include providing information about severance packages, outplacement services, and unemployment benefits. HR should also offer emotional support and resources to help employees cope with the stress and uncertainty of losing their jobs. Additionally, maintaining communication with remaining employees and addressing any concerns or questions they may have can help mitigate anxiety and maintain morale during challenging times.