Dealing with Layoffs
When one is laid off from their job, one will notice that their paycheck is smaller than usual. This is a tough time for most people, but it is essential not to let go of hope because layoffs will eventually end, and their coworkers will be back in the workplace. Even when the economy seems like it is on the decline, industries that emerge more substantial than the economy because of the number of people getting laid off, their circumstances, and how one reacts to the layoff will make or break one during this time.
When managers remain objective, they can make tough choices that will result in a better outcome for the company and each employee. Managers must take an objective view of the company’s current situation, including its future. To do this, the manager needs to focus on performance over the long term, including profitability and short-term indicators, such as short-term and long-term customer satisfaction. To do this, the manager needs to devote time to understanding the factors that impact performance, identifying which actions produce the best results and identifying methods to make those actions happen more quickly and efficiently. Only by addressing these issues and making decisions based on data and performance can the company make real progress toward its goals.”
When dealing with layoff situations, Diego Ruiz Duran reminds people that they need to understand that the human reaction to any given layoff is likely to vary among employees. There will also be some who will benefit psychologically from the layoff, while others will take it as a personal hit, regardless of the company’s position. Layoffs can make employees feel as if they do not matter, as if their work is not important, or as if they are being forced out, regardless of the company’s position. The best managers know how to deal with this confusion and keep employees motivated through communication.”
As soon as one is aware of layoff notices, one should determine if anyone has been affected by them. One wants to know the scope of their job duties and the length of time working with the firm. If one knows the layoff affects many employees, speak with them to see if they wish to talk with their HR department about the layoff. Often, remaining employees are eager to let the company know they are experiencing a layoff and keen to seek a new position elsewhere since they know that they will not stay with the same employer for exceptionally long if they do not.
One should ask employees what it was like before the layoff occurred and see what their thoughts on the matter are. Many employees who have never experienced a layoff before are likely to focus primarily on the changes within their jobs and how that has affected their resilience. They might reflect that they were challenging to work with before and struggled to meet goals set before they arrived at the company. These employees might also share with one story of the boss, who gave them specific instructions that were difficult to follow, but that made their job much easier overall. Reflecting on how these employees handled difficult situations before will give one insight into their resilience, which one can use to help other employees who may be undergoing a layoff.
Diego Ruiz Duran believes that one of the challenges of dealing with layoffs is that many businesses do not want to be the first to make this information public. If one runs an industry where there are many employees, one may find that it is necessary to consult with management before releasing any information to the rest of the organization. This gives one time to ensure that their plan is appropriate for the type of layoff taking place and giving one time to prepare and respond to any questions employees might have regarding the new policy.
In most cases, when an employer decides to make a staff change, it is because they have decided it is the best option for the business in the future. However, some companies are willing to cut down on expenses by offering employees stock options or signing them for employee assistance programs. Employment assistance programs can help employers save on unemployment benefits and medical benefits and help employees see that their lives are not in danger because of the layoff. There is no question that both initiatives are essential. However, it is more critical for businesses to be careful about how they handle severance packages and how they handle the process of outplacement services.