Here’s how companies should approach mass layoffs
A better way
A layoff may be a business decision for the company. But it’s entirely personal and highly stressful to the laid-off individual. So handling how the news is delivered compassionately is critical.
Let people know what to expect. Even if you don’t give a lot of advance notice, give some once a layoff is ready to be executed. …
“Advanced communication is key,” said Andrew Challenger, senior vice president of outplacement firm Challenger, Gray & Christmas.
Notify people individually. …This ideally is done face to face, but if that’s not possible, a remote video meeting can work too.
But even keeping things small won’t prevent disgruntlement or demoralization if you don’t also stress that the layoff has nothing to do with a person’s performance. “Leaders must remember the turmoil that will result in their workers’ lives and highlight that the decision has nothing to do with the impacted employees’ talents. Exiting employees … should know they are valued as they are leaving,” Challenger said.
The Challenger Difference
As an outplacement firm, Challenger, Gray & Christmas, Inc. provides job-search training and transition counseling to individuals who have been laid off. The firm’s services are typically available only to those who receive outplacement benefits from their former employers.
