Support Your Remaining Employees After a Layoff
After a layoff, the remaining employees may experience a range of emotions — from survivor’s guilt to gratitude that they still have a job. A good manager can make a big difference in helping their team get through this hard time. Start by communicating openly: Be candid about the reasons the company decided to downsize, and explain the other options that were considered. Explain in broad terms how the company is helping those whose jobs were eliminated, for example, by providing severance or career-transition services. You also need to give employees an opportunity to share their thoughts. Virtual town-hall meetings, brown-bag lunches, and other open forums are useful ways to keep the dialogue going. You might reserve 15 minutes at the end of your next few staff meetings to provide a safe space for employees to process their emotions. While you may be tempted to avoid this difficult topic, doing so can further erode trust. When employees understand that management is reshaping the company for future stability and growth, while still treating people with dignity, they’re more likely to stay engaged with the mission and culture of their organization.
“How to Support Your Remaining Employees After a Layoff,” by Susan Peppercorn