2 Ways to Soften The Double Edge Sword of Layoffs

Is it me or does it feel like a dark cloud looming over the workforce? The costs of living keep rising while companies are experiencing budget cuts and reductions in their workforce; and quite frankly it is frustrating and discouraging.

Here's something I never thought I'd say, but even I had to reduce my workforce and it was the most painful thing I've ever experienced in my business. The difference between my approach and many other companies' approach is I considered kindness. Although the situation was complicated and people can be complicated in terms of life situations, but I chose to be considerate and kind in the process and thought three steps ahead when I realized that was a plausible option for the company.

What companies tend to forget sometimes is that, while workforce reduction may be a necessary business decision, the manner in which you handle the decision makes an indelible difference on the employees. There are too many instances where senior and executive leaders have been careless and/or inconsiderate in their approach to layoffs--- and I know this from personal experience having to intervene with clients that experienced layoffs.

While layoffs affect the company in it's own ways; the double edged sword pierces both the employees being laid off and the ones who remain.

For the employees who are laid off, it's an obvious egregious disruption to their finances, psychological wellbeing, and their career, but then you also have the employees who are left existing in the aftermath, taking on the heavier workload, and managing the psychological disruption to their well being. So lets jump into the two ways to soften the double edge sword of layoffs.

1. For employees being laid off: We get it, a decision had to be made and while there's some examination needed on how those decisions are being made from an equitable lens, BUT that's another conversation for another day. For the employees who are being laid off and not receiving a comprehensive severance package, consider arranging a career development session for them to attend and feature a recruiter they can connect with to assist with the transition. This is a small investment that goes a long way. It shows you, as a company, cares about your employees.
2. For employees who remain: How are you considering the broken psychological safety that has crept in? The heightened anxiety and discouragement now looms like pungent stench, but for some reason we think an all-hands meeting explaining why layoffs were needed fixes the residual aftermath of the layoff; and that's 1000% incorrect. For employees who remain there needs to be strategically curated personal and professional development that supports them in this massive transition. Even more specifically, equip teams with strategies for multi-aimed management-- managing laterally, managing up, etc because there is an increased workload that may effect workstreams and you want to set people up for success during strenuous change.

There's no perfect layoff situation, but there is ways to navigate layoffs with more demonstrated consideration. Invest the time and resources to show you value your employees and their success whether they are being laid off or not.

For more insights on strategies for people and culture management to elevate the employee experience, or to book a training, workshop, or keynote: dm me or email me directly ([email protected]) and we can discuss a partnership! People can be complicated but kindness is simple.

What are some other ways you've seen companies manage layoffs in a considerate way??