1. Clearly communicate the reasons for layoffs

If you’ve ever lost your job, the first thing you want to know is why.

Be transparent about why your leadership team chose layoffs. And communicate this information clearly and concisely. No rambling diatribes about how much they mean to you and how hard this decision was.

I can’t overstate the importance of communication during massive changes in your company like layoffs. For both outgoing employees and survivors.

• Share the data and facts about the situation
• Prepare leaders and managers to assist in communication
• Answer questions from outgoing employees and survivors separately

Help employees understand the reasons behind the layoffs. This will reduce anxiety and uncertainty knowing it (hopefully) wasn’t their fault.

2. Provide support & resources for outgoing employees

I won’t stop saying it: Layoffs are a difficult time for employees.

The least you can do is be helpful in their life’s next step.

These are simple yet incredibly supportive steps your organization make to make sure your alumni are taken care of – beyond their last day at your company. And it can have long-lasting effects.

Change management DON’T’s during layoffs

1. Don’t ignore the impact of layoffs on employees

Your outgoing employees will experience a range of emotions, including sadness, anger, and anxiety.

Especially because you don’t know what they’re going through in the personal lives. They could be navigating a divorce or a recent move or a death in the family – and layoffs were the last thing they needed.

Be aware of this impact and be ultra-sensitive and empathetic towards employees during such a big change in their lives.

2. Don’t forget about “surviving” employees

It’s easy to focus on the employees who are leaving, but it’s critical you don’t forget about the employees who are still with your team. They face their own unique challenges and will require support as well.

Ever heard of survivor guilt? It’s a real thing. Surviving employees may feel guilty for still having their jobs while others have lost theirs. Among those who lost their jobs are their colleagues and sometimes long-time friends.

And obviously, they’re concerned about the future and their own job security.

Your business strategy likely hasn’t changed. So that means you now have fewer employees to do the same work. Dumping new tasks and projects on surviving employees immediately after layoffs will cause a lot of stress.

For all these reasons and more…

• Offer training and development opportunities to help them take on new responsibilities and grow their skills
• Show empathy towards surviving employees and provide support for their mental and emotional well-being
• Communicate clearly about the future of the company, including any plans for reorganization of teams and projects

Remember, the employees who are still with the company play an important role in your company’s future. Don’t forget them during layoffs.

Layoffs are scary. Obviously for outgoing employees. But for you too – the bearer of horrible news.

With this guide, you should feel more prepared and confident if you have to communicate it. Remember …

1. Provide support & resources for outgoing employees
2. Don’t ignore the impact of layoffs on employees
3. Clearly communicate the reasons for layoffs
4. Don’t forget about “surviving” employees

Need help navigating big changes like layoffs or reductions in force? Collabo XD can help. We use design thinking to help leaders manage change. Indiana University and Red Cross are among our clients.

Get your free consultation here.