How to Keep Up Employees Spirits During Layoffs

Staff layoffs are never easy. They cause tension and unhappiness in companies and can cause major setbacks for important projects and tasks, but most importantly, they often leave former employees bitter and resentful. However, there are some helpful tips for professionals who are experiencing the layoff transition that will make the process smoother and a little less depressing.

First and foremost, don’t put it off. As soon as the company is ready to begin staff layoffs, the professional in charge should begin the process. Putting off layoffs can cause a lot of stress for employees and foster a tense environment that doesn't help anyone. It can also leave a lot of room for wild rumors and the circulation of information that may be greatly exaggerated or untrue. Make the process clear for the employees being laid off; if the company plans to rehire them after the crisis has passed, make that clear.

Offer resources and valuable help to employees affected by the staff layoffs. A company can benefit in both reputation and better morale among remaining employees by handling layoffs well; offer a severance package or help former employees find another position with another company. Make the transition as easy as possible to help former employees soften this sudden blow. Remember to be as transparent and helpful as possible; leaving former employees to deal with the fallout on their own may give the company a bad reputation with the rest of the industry, making it hard to hire good talent after the crisis has passed.

During staff layoffs, make current employees feel valued and respected. Though these employees weren't laid off, there’s always a fear in the back of the mind that tells them they’re next. Treat these employees well to not only raise overall morale, but to keep them working hard and feeling good about their job security. Companies may also benefit from offering an open forum or open dialogue that allows the remaining employees to voice any feelings about their friends and colleagues affected by the staff layoffs.

Be honest and answer questions about the process truthfully, but never disclose the reason a specific employee was laid off. It may also benefit managers to update employees often on the financial status of the company to further cement feelings of job security and prevent rumors or hard feelings about staff layoffs.

Staff layoffs are tough. There’s no arguing against the negativity surrounding a company culture in the midst of layoffs. However, the level of skill and compassion at handling layoffs is what makes or breaks a company’s reputation in the industry. By following a few simple guidelines, companies can help former employees rebound with new positions at other companies or offer severance packages while boosting current employee morale.

Image courtesy of martin gee on Flickr.com