6 Tips for Managing Employees Post-Layoff

1. 6 Tips for Managing Employees Post-Layoff In recent times, the trend of layoffs began in 2008, after the major economic recession in the United States. Being one of the leaders in the global economy, the crash in the American economy had its repercussions all over the world. In India, layoffs at Sapient, among other companies, have already made news. Even today, several countries, including the US, are struggling with finances and therefore, layoffs are common in almost all sectors. A layoff is indiscriminate, and anyone can lose their job no matter what their merits or qualifications. Not only is it stressful for those losing their jobs, but it is equally stressful for the survivors. While corporations and conglomerates have a plethora of resources to fall back on, small businesses struggle to make ends meet. Here are some things you as an employer, can adopt to keep morale high among your remaining workforce after a layoff. Honesty Honesty The remaining employees will obviously be dubious about their own futures after watching their co-workers get laid off. It is crucial at this time for an employer to be honest with them. Don’ t make false promises or claims. If you don ’ t know what the future of your company is, tell them honestly, so they can look for better and more secure options.

2. T Tr ra an ns sp pa ar re en nc cy y A layoff is obviously the result of financial troubles. As an employer, clearly tell your employees where the company stands financially. Be transparent about what the problems are and how they can be solved. Explain to them why the layoff was necessary. C Co om mm mu un ni ic ca at ti io on n It is essential post-layoff to be accessible to your employees. If they see you hidden in your office, they are bound to think that something terrible is happening. Keep them informed about the real situation so that rumours do not start brewing. Seek Seek i in np pu ut t f fr ro om m y yo ou ur r e em mp pl lo oy ye ee es s In most life situations, people criticize the decisions of those in charge. This applies to the government and bosses alike. Especially after a layoff, it is essential to ask your employees what they think is the problem with the company. This is what happened after the Since they are the ones who actually run the company, they will provide you with genuinely helpful input. They will be keen to help and improve the situation because they don’t want to lose their jobs. L Le et t t th he em m v ve ent nt A layoff can lead to people feeling many emotions. There will always be sadness and anger for their co-workers who have been laid off. But there is also some relief that their jobs are safe. They may feel that a layoff wasn’t necessary.

3. They may even feel ‚survivor guilt‛ and think that they should have been the ones to lose their jobs. It is important to be more emotional and humane than at other times, or your employees could turn against you. Let them vent their emotions and talk to you openly. Boost Boost m mo or ra al le e The most important thing to do after a layoff is to try and boost confidence among your remaining workers. If you let them wallow in anger and pity, they will continue to be less productive. Arrange for activities and team-building exercise to boost morale. Make them feel important and valued. After all, you cannot restore your company’s condition without their diligent work. As the days pass, things will become normal again. Celebrate the victories and positive developments with them. S So ou ur rc ce e U Ur rl l: : http://safetycommunity.com/profiles/blogs/6-tips-for-managing-employees-post-layoff