Laying people off is something HR professionals dread. But when it’s necessary, there’s a way to do it right by being respectful and empathetic. That means careful planning, thoughtful communication, and support both for the employees who are leaving as well as those left behind.
We have created a “how to” guide for companies facing the difficult decision to reduce staff and who want to handle layoffs with respect and dignity. The guide provides a high-level framework for planning, communications, and support during and post a reduction in force. You can find the full resource here.
This is a simplified framework and process designed for companies:
- 20-500 employees
- Limited HR support, budget, and/or experience with staff reductions
Before getting into logistics and planning, we believe the following principles are critical to handling a reduction in a healthy, respectful way:
- Be thoughtful about when and how you communicate. During the planning stages, there’s a lot of emphasis on budget and numbers, but we’re talking about people. Remember to stay focused on when and how you communicate with the team. Keep communication lines open.
- Demonstrate respect and empathy. When you reduce staff, you have a dramatic impact on people’s lives. It’s imperative you treat each person with as much kindness as possible. Prepare leaders and managers to handle these conversations with the care that’s required.
There are four basic things to consider before, during, and after force reductions. We’ve listed them here, but be sure to head here to read our full plan.
1. Plan Carefully
If you must reduce headcount, leaders should spend ample time discussing the business reasons for the change and then carefully evaluate who /which roles will be affected.
2. Communicate Thoughtfully
Your decision has a dramatic impact on people’s lives. Treat them with dignity and prepare leaders and managers to handle these conversations with the care that’s required. Leadership should take accountability and explain the business reason for reductions.
3. Support for Affected Employees
Beyond the severance, there are ways you can support impacted employees in a meaningful way.
4. Support for Remaining Employees
The remaining employees experience the reduction with uncertainty, guilt, and sadness. Reductions can cause morale to be low and lead to further issues with retention. It’s important to consider how you support the remaining employees to ensure a manageable workload and their well-being is supported.
If you have questions or need more support with any aspect of a reduction in force, you can reach us at info@reverbpeople.com.
