The hardest of tasks that any employer faces are when notifying employees about layoff. Not only is it emotionally draining for them but unearth feelings of anxiety, stress, and guilt. Moreover, no layoff is devoid of unpleasant legal outcomes. Being rescinded is not just as bad for the employees as much as it is for the employers.
Unfortunately, layoffs are pretty much common these days and we hear about mass dismissals often. When faced with this stressful situation, the leadership of every company should have a stance of how to approach the matter. However, before that let’s go deeper and find out how hard it is for accompany to even think how to layoff an employee.
Is layoff difficult for employers?
Contrary to what everyone thinks, layoff is not just any other transition. As a company prepares to say good bye to their staff, the decisions involved here are more challenging than appointing an employee. The dismissal not only affects the life of the individuals financially but damages the company culture as well; this is apart from the ethical and legal obligations that come along.
Unlike what the whiff in the air may be, the layoff process is indeed a trying time for every organization. That is why they need appropriate resources and tools to make this task seamless like:
● Training for handling the process with grace and empathy
● Communication skills
● Complying with legal aspects
● Outplacement services for resigned employees to help them find better job opportunities
By offering adequate support, the company’s leadership may handle layoffs more professionally and with greater compassion. That way, they can maintain positivity within the workplace and maintain the reputation of the organization in the long run.
How do you lay off an employee?
Are you an employer finding yourself in a situation of how to lay off an employee? Surely, withdrawing the offer from a candidate or letting someone go who may have been with your organization for a long time is a tough decision. However, what can put you at ease is how you handle the situation. That is why every employer needs to treat layoffs with grace, compassion, and empathy. Here are a few practices that can help ease the layoff decision-making process.
Gauging the skills of employees
When you conceive how to layoff an employee, it’s crucial to focus on their skills and expertise. That way, you can determine the skills gaps better or the things that may have led to your company’s poor performance. Without gauging the skill sets of the employees, your company may also face skill gaps.
It is estimated that over ninety percent of companies across the world are already experiencing a similar situation or may face within the next few years. Once you identify your organization’s weakness, you will come to terms with the layoff decision and make the right choice. It also helps prevent damage to your productivity and the ability to serve your customers.
Create a plan for laying off your employees
Layoff decisions don’t happen overnight. Still, a well-grounded plan allows a company to prepare for the process. Once you know which skill sets matter to your company’s success, create the plan. The first step would be assessing the entire workforce before you implement the downsizing process. Once you know who are going to be given the pink slip, you need to prepare the details and document how you are going to handle the entire process. The document should contain details regarding:
● How to break the news?
● How many employees would be needed for the period of transition?
● Incentives for those who can stay longer
● Severance pay package and outplacement services
Having a consolidated plan helps an organization maintain clarity and transparency during this process. Moreover, you can stay on track with how to layoff an employee.
Make the layoff decision consistent.
Once you decide that laying off one or a couple of employees is evitable, be honest and state clear reasons why they are being rescinded. Exuding clarity is typically a leadership’s stance, and it must not go missing anytime. Some of the reasons that may have led you to think how to layoff an employee is:
● Repeated absenteeism, spreading negativity, and not meeting the business goals
● Criminal acts or ethical lapses create grounds for laying off employees.
● For mass layoffs, the company may consider the people in the highest and lowest salary verticals, especially when the company suffers losses.
● Oversaturation of staff
When preparing the list of employees you are planning to dismiss, make sure you are keeping the best-performing employees who always meet or exceed the KPIs.
Prepare to notify the layoff decision to employees.
When breaking the news of a layoff, wherein an employer informs the employee formally about the end of employment, there should be a separate meeting. How do you prepare for that meeting? Here is how it goes:
● Choose a meeting place that allows privacy to employees. It can be held in the meeting room or in the manager’s office.
● Decide on a time for the meeting so that it does not disrupt business.
● Once you decide the place and time of the meeting, be sure to inform everyone who you think must be present in the meeting. Usually, such meetings are held with the employee, their manager, and a representative from the HR team.
● Keep the paperwork ready, like the employment termination letter, the paycheck, the elements of the severance package, and details related to outplacement benefits.
Follow transparent communication when laying off employees.
Waiting for the pink slip to be handed over leads to stress and anxiety in employees. After all, they may have been already victimized for several months, with rumors of layoff circulating within the office. That is why the leadership needs to follow transparent communication and follow a compassionate approach. Overall, the layoff must have these elements:
● Lend a personal touch to the entire process.
● The employees must get the opportunity to ask relevant questions.
● Show empathy by not conducting layoffs before holidays or major festivities.
● Try to have an idea of the questions you might expect during the separation process and keep the answers ready.
● Prepare for extreme reactions and have with your security personnel and mental health counselors to handle the situation.
Handing over the layoff notice to any employee within an organization seems like a slippery slope for the leadership. So, you may not know how to sound. Avoid putting the focus on the layoff and be more empathetic. Sometimes, saying a simple sorry may work wonders.
Offer outplacement services.
Integrating outplacement services into the layoff process is what you may call a compassionate approach. With service providers like AvalonLane Partners, the ousted employees get assistance regarding:
● Defining career goals
● Optimizing job search process
● Building professional network
● Steps to ace interviews
● Writing resume and creating LinkedIn profile
● Help you highlight your experiences and strengths
● Strategize your career goals
Laying off an employee won’t ever make you feel overwhelmed when you employ the right practices. With these resources layoffs become more respectful for employees. Apart from this, a good preparation makes the entire process smooth an end it on a supportive note. No matter what the reasons for the dismissal are, you must show your willingness to help them pursue their future endeavors. For outplacement services, AvalonLane Partners is dedicated to assisting you in building confidence to empower your professional journey.
Frequently Asked Questions (FAQs)
What should you say during a layoff meeting?
You must be honest and clearly tell the employee about the end of employment and when it is effective.
What is outplacement service?
Outplacement service is a benefit sponsored by the employer and a part of the severance package that allows laid-off employees to pursue their career ahead.
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