5 Ways to Manage a Layoff with Compassion and Grace
Roberta Matuson
Strategic Advisor on Talent | Global Executive Coach | Public Speaker I Brand Ambassador | HBR Contributor I Helping organizations attract & retain the best people.
It’s hard to tell someone they’re being laid off.
It’s even harder to be laid off.
Sometimes, layoffs are unavoidable.
How your organization manages this difficult process says a lot about your company.
Here are five ways to manage a layoff with compassion and grace.
?“Due to our merger, we’ve had to make some tough staffing decisions. It’s with deep regret that I must inform you that the company has decided to eliminate your role.”
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This approach is simple and direct with little chance for a misunderstanding and is more compassionate than dragging the conversation out.
2.??? ?Be empathetic. People will react differently when being laid off. Some will be angry, while others will sit there in shock. Give employees time to process the news and allow them to share what’s on their minds. Listen deeply and allow those impacted by the layoff to have their say.
3.???? Be generous. It’s taking a lot longer these days to find work. When putting together severance packages, be as generous as possible. Offer to make introductions to people in your network and then follow through.
4.???? Focus on the individual and not yourself. The layoff conversation isn’t about you. It’s about the employee. Refrain from saying something like, “I can only imagine how you must be feeling,” if you’ve never experienced being laid off.
5.???? Skip the “perp walk.” The “perp walk” is when you have someone wait with the employee while they clear out their desk and escort them through the office.
Following these five tips will not completely remove the sting out of a layoff, but it will make the situation a bit more humane.
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Transform Your Leadership & Achieve Extraordinary Results | World-Renowned Executive Coach | TEDx Speaker | Author | Top 100 Most Dynamic Leader | Former College Athlete
11 个月That's a tough situation to be in. Wishing well to both the companies going through this and the impacted employees.
Business Development Manager Sales Engineer (NAASE) Commercial Estimator Technology Services
11 个月Hello....Roberta... How about this regarding Layoffs...i have been with 5 companies over six less than a year with each. All Layoffs and with good references....how do you deal with that? And YES COVID affected the first two. My resume fills up two pages of this....how am I supposed to demonstrate real ability WHICH I have TONS of GREAT skills prior history that Linkedin wont show.
This is well said.
Freelance Science Consultant/Pharmacist
11 个月Congrards!
VP & C-Suite Executive @ EXCELR8 | Retired Navy SEAL Officer | Board Member | SaaS for High-Performance Teams | AI Innovator | Author | Keynote Speaker | Executive & THF Coach
11 个月Roberta Matuson - A few others I would recommend: 1. Transparent Communication: Clearly explain the reasons for layoffs to all affected employees and the organization to prevent rumors and misunderstandings. 2. Personalized Approach: Notify individuals of layoffs personally, respecting their contributions and empathizing with their situation. 3. Provide Support: Offer career services, severance packages, and extended healthcare to ease the transition for laid-off employees. 4. Encourage Internal Networking:Help laid-off employees connect with opportunities within your network or industry. 5. Follow-Up: Reach out to laid-off employees post-notification to offer further support, demonstrating ongoing concern for their well-being.