Support Your Remaining Employees After a Layoff
After a layoff, remaining employees often experience a range of emotions — from survivor's guilt to gratitude that they are still employed. A good leader will ensure their team will effectively (and productively) get through this challenging time.
Be honest about why the company decided to restructure or downsize and explain the other considered options.
Explain how the company is helping people whose jobs were eliminated, such as providing career-transition services or severance.
Provide employees an opportunity to express their thoughts. Open forums like virtual town-hall meetings and brown-bag lunches help keep the dialogue going.
Reserve 15 minutes at the beginning or end of staff meetings to provide a safe space for employees to process their emotions. Don't avoid this difficult topic; doing so can further erode trust.
Employees need to understand that management is reshaping the company for future stability and growth while still treating people with dignity.