101: Managing layoffs
It's a lousy situation for all involved: the employees being told they're losing their jobs — those close to them who may rely on that income as well — and the manager who has to deliver the news. No managers ever get completely comfortable with such a task, nor should they. Here are some things to keep in mind if you have to deliver news to an employee that he or she is being laid off:
Keep to a script. It will help you focus on what the company will provide going forward, advises Raymond Lee and Judy Lindenberger in an article at tlnt.com. “Don't talk about the employee's performance … Don't apologize; and arrange for a time when the employee can retrieve personal belongings in a respectful way or deliver the belongings to the employee,” the article advises.
Timing matters. It may be tempting to just get it over with as soon as possible. But Richard Deems, a Scottsdale, Ariz., workplace consultant, tells Inc.com's Darren Dahl that Tuesday mornings work well. “If there are people who are upset over the downsizing, you can deal with it at the time. If you tell people Friday afternoon, you can bet your employees will be on the phone all weekend. They may be angry come Monday morning. You then lose control."
Soften the blow wherever possible. Though some companies can't afford generous severance packages, employees should still be handled in the respectful manner they deserve. This also helps keep the company's reputation intact, says workplace expert Sally Klingel in a Businessweek.com article by John Tozzi. Some ways to do this? Handing the employee a strong letter of reference; giving employees plenty of notice, perhaps offering job search seminars in the workplace; and asking them to check in periodically. It's possible that as the company improves, that individual can be considered for an opening.
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