Layoff Survival Guide: Potential Traps and Remedies

As a Career Coach who's sat on all three sides of the layoff table – as an employee, a manager, and an HR partner – I've gained unique insights into the complexities and challenges of job eliminations. In this article, I'll share my experiences from each perspective, highlighting potential traps to avoid, and remedies for each.

The Employee: Shock, Anger, and Opportunity

I've been there. The sudden "can we talk?" meeting, and you walk into the room and find an “HR guest,” the lump in your throat, the crushing disappointment. In one instance, I left the same day, a whirlwind of emotions and uncertainty. In another, I agreed to stay on for a few months, helping close the business.

Potential Traps: Feeling like a failure. Jumping to conclusions. Thinking this is a reflection of your worth. Not exploring your potential negotiating power with the employer.

Remedies: Reflecting on these experiences, I urge fellow employees to assess their options carefully:

• Take a deep breath. Embrace the discomfort but don't let it consume you.
• Assess your options. While immediate departure might seem appealing, staying on could provide valuable opportunities for closure and a few more paid months while you’re looking for your next gig.
• Negotiate a severance package if possible. ?While some companies offer the “fixed” or “stock” package to everyone, factors to consider negotiating include severance amount (ask for more), adding vacation time in the mix, your last day on-site versus your last day of employment (eg: next Friday might be your last day on-site when you turn in your badge and laptop, but they might agree to pay you to the end of the month). You can also negotiate on how the exit message is written and delivered by whom.? If you don’t ask about these things…you’ll never know.
• Consider a Career Coach to enhance your LinkedIn profile, resume, and cover letter.? I can also guide you in developing an influence networking plan and prepare for interviewing and offer negotiation.? CareerCOACH? Services has helped over 9k people do this in 5-9 weeks instead of the usual 5-9 months.?
• Remember, layoffs often lead to unexpected opportunities. This is not the sole reflection of your human value; what you bring to the table is unique.? I’ve seen people level up in their jobs when they landed (eg: a better match for their passion and preferences).? This setback is merely a detour on your professional journey.

The Manager: Delivering the News with Empathy

In the past as a manager, informing someone their job is gone was never easy. We're tasked with informing talented individuals about their departure and providing support during a difficult time.

Potential Traps: ?Playing the “maverick” role and not working with HR.? Delivering the news coldly or dismissively. ?Bringing in HR at the last minute as a last resort when the problem has been brewing for months. Letting yourself get consumed by deep guilt.

Remedies: As a manager tasked with delivering the dreaded news, I've learned the importance of empathy and fairness. Take a deep breath. Embrace the discomfort but don't let it consume you. So let’s break this down into two categories:

• Performance: In situations where performance is the driving factor, it is important to go to HR early and often.? To provide employees with a chance to improve—which not only aligns with ethical principles but also fosters a culture of growth and development within the organization—we should initiate multiple coaching discussions and a performance improvement plan before resorting to termination. ?That’s where HR can be your coach for success.
• Layoff: During company-wide reductions, it’s important to plan well for the conversation with the employee. Work with your HR team to offer support like outplacement services and severance.?Acknowledge the difficulty. Explain the situation clearly and concisely. ?Remain open to negotiate wherever you can do so (see above factors).
• In both cases, this process requires empathy, clear communication, and a fair performance evaluation process beforehand. ?Treat them with respect.
• Seek support from colleagues and leadership. ?You’ll need to care for yourself and for those left behind who need your assurances and need to refocus on the customers, projects, and deliverables (in light of the new normal).

The HR Partner: Layoffs with Preparation and Dignity

In my past role as an HR partner, I was responsible for guiding managers and employees through the layoff process with dignity and respect. ?Despite the inherent discomfort, I've witnessed firsthand the profound impact of compassionate communication. ?Let’s explore the traps and remedies:

Potential Traps: Not doing your due diligence homework.? Playing the “maverick” role and not partnering with your HR Centers of Excellence or other HR colleagues.? Focusing solely on logistics and forgetting the human element.? Focusing solely on the human element and forgetting the business element.

Remedies:? As an HR partner, when handling layoffs and terminations, it's vital to prioritize compassion, transparency, and fairness while balancing the need to carry out the business strategy.

• Take a deep breath. Embrace the discomfort but don't let it consume you.
• Work with your HR Centers of Excellence (eg: like Legal or Employee Relations) or other HR colleagues to ensure a consistent process is followed for managing performance or reductions.? Asking for help is not only a sign of courage, it demonstrates your wisdom in action to collaborate towards the best solution.
• When performance is the driving factor, ensure the performance improvement plan provides specific and measurable opportunities for the employee to improve in an appropriate amount of time.? That may be as few as 30 days (in rare occasions where tasks are very repeatable).? In most cases, 60- or 90 days is more appropriate.
• Ensure that the administrative and logistical details are all nailed down…it’s all hands on deck to ensure everything goes smoothly.
• Ensure the manager is well prepared.? Be clear and informative, but also compassionate. Remind and equip them with all available resources to address the concerns of the remaining employees, like Employee Assistance Programs or Corporate Chaplains.?
• As you communicate with the impacted employees, remember, that this is a significant life change.? Utilize all available resources to support employees through the transition. Remember, your role is to guide and assist everyone involved.
• Again, seek support from colleagues and leadership. ?

Being on all three sides of the layoff table has given me a unique perspective on the complexities and challenges. On several occasions, I've received a "thank you" from both the manager and the laid-off employee. Why? Because everyone was treated with dignity and respect throughout the process.? By understanding the different perspectives and implementing effective strategies, we can navigate these challenging situations with greater sensitivity and support.?

As your Career Coach, I'm here to support you through any career journey, including layoff situations. Let's work together to help you land on your feet and level up in your next chapter! CareerCOACH? Services , Networking with Nate , #layoff, #layoffs,#careercoach, #lessonslearned, #layoffsurvival, #layoffsupport, #jobloss, #careeradvice, #careertransition, #unemployment, #severancepackage, #careerdevelopment, #careerecoaching, #layoffmanagement, #difficultconversations, #empathyatwork, #performancemanagement, #leadership, #hrprofessional, #hrpractices, #outplacement, #terminationprocess, #compassionatecommunication, #CareerCoaching, #HRGuidelines, #ManagerTips, #EmployeeAdvice, #NegotiatingPower, #Negotiating, #OutplacementServices, #ResilienceBuilding, #ProfessionalJourney, #Inspiration, #Empowerment, #GrowthMindset, #EmployeeEmpowerment, #JobNegotiation, #HumanResources, #EmployeeRelations, #WorkLifeBalance, #HumanCapital, #BusinessContinuity, #EmployeeEngagement, #CorporateCulture