Layoffs can be a scary and sad time for employees. Many lose their coworkers and wonder if they’re next to receive word that they will no longer be working for their company. They begin to distrust you, the employer, and some may throw their hands up and give up on working altogether. The thought behind that is, “Why bother? I may lose my job next.” It’s a vicious cycle of diminished morale that you can effectively remedy with just a few actions. Here are some.
Show transparency.
Layoffs can come on suddenly. That’s a fact. However, as an employer or even a manager, you may have an inkling. Inform your employees. Answer their questions, and listen to their concerns. Separate what’s fact and what’s fiction. There may be confidential information that can’t be dispersed, but reveal what you can. This builds trust between you and your team and prepares them for the best and worst case scenarios.
Understand the emotional process.
When layoffs occur, you will encounter some anger and sadness amongst your employees, along with the inevitable fear. Let these emotions run through the office, even if it affects their productivity. Don’t let it linger on forever, but give your team time to process what happened and what can still happen. No one wants to learn that a friend lost their job and that they may be next. Forcing them right back into work mode is both insensitive and impossible.
Pitch in.
Sometimes layoffs remove vital pieces to the work team puzzle. Don’t make your employees carry that entire burden of the workload. Help out. Sometimes a team needs bodies and not just more work distribution. You can be that extra body until everything is sorted out. It shows that you respect your existing team enough to help them.
Be organized.
Have an action plan ready for when the layoffs happen. Know exactly who will do what in the absence of certain team members, and how much you will do (see above). When employees know the immediate scope of their new responsibilities, they will have both a better sense of job security and understanding of what they’ll be doing from that point on.
Have fun.
Sounds a bit crazy, but it’s true. You can’t dwell on the layoffs for too long. The show must go on. Once you’ve given your team ample time to grieve, show your appreciation for the ones who have remained. Perhaps it’s through an employee luncheon or some other event where they can take a break from work and decompress. Show your team that despite some losses, you must keep growing.