{"id":7856,"date":"2022-05-18T12:29:45","date_gmt":"2022-05-18T12:29:45","guid":{"rendered":"http:\/\/624df87a312025017b13b4a8"},"modified":"2023-02-15T10:48:53","modified_gmt":"2023-02-15T10:48:53","slug":"how-to-kindly-conduct-layoffs","status":"publish","type":"post","link":"https:\/\/squarehr.com\/index.php\/2022\/05\/18\/how-to-kindly-conduct-layoffs\/","title":{"rendered":"How to Kindly Conduct Layoffs"},"content":{"rendered":"
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Layoffs are an unfortunate but sometimes necessary part of doing business. There was a lot of layoffs at the beginning of the pandemic, and they are still happening. With high inflation and continued uncertainty, some employers have no choice but to make cuts.  <\/p>\n

Still, there is a right way and a wrong way to lay off people. Peloton made headlines for laying off a couple thousand employees right before an all-hands online meeting, where some of those who were let go entered and disparaged leaders and the organization in the chat. Better.com\u2019s CEO was lambasted for his short, insensitive, and improper approach to laying off about 900 employees<\/a> in a single Zoom meeting.  <\/p>\n

These examples stand in stark contrast to the new expectation of leaders with empathy and employers who care about the wellbeing of individual employees<\/a>. Find out how to be sensitive and appropriately lay off employees based on the complaints from those who were let go that was reported in various publications and social media: <\/p>\n

READ<\/strong>: 10 Strategies for Dealing with Layoffs<\/a> <\/p><\/blockquote>\n

Be Transparent <\/h2>\n

Companies that are honest about what\u2019s happening<\/a> gain trust from employees. If employers are sharing their struggles, employees will not be caught off guard if layoffs come. They will appreciate the honesty even if they are disappointed. Some of them may even read the writing on the wall in advance. This will allow them to prepare for the possibility or do the employer the favor of leaving before the layoff comes.  <\/p>\n

Protect Privacy <\/h2>\n

Ideally, employers are meeting face-to-face with those they need to lay off. Now that many people work remotely, it is not always possible. Regardless, employers can be sensitive. For starters, CNN<\/a> suggests calling ahead to schedule a one-on-one meeting to “discuss upcoming changes.” The purpose is to make sure individuals have set aside time and won\u2019t be distracted. For remote workers, having a scheduled meeting likely means being away from others who might be in the house. The point is to help people avoid embarrassment.  <\/p>\n

Another tip worth mentioning is having people turn off cameras in a videoconference because everyone will have a different reaction to the news. Some may be stoic. Some may be relieved. Others might break down. Let them have their private moment. In fact, having tissues on hand for an in-person meeting is never a bad idea.  <\/p>\n

WATCH<\/strong>: Employee Engagement and Experience<\/a> <\/p><\/blockquote>\n

Get to the Point <\/h2>\n

Sugarcoating is a mistake many HR professionals make, says Badia Rebolledo<\/a>, Chief People Officer (CPO) of Krispy Kreme Mexico and a speaker at the upcoming HR Exchange Network Employee Engagement and Experience<\/a> online event. She says that some people beat around the bush when laying off or firing others, and it can be confusing to the one being let go. It\u2019s better to just spit it out, she adds. There should be no question about what is happening. Explain the realities that led to this decision, tell them that they are being laid off, and lay out what this means for them.  <\/p>\n

READ<\/strong>: Krispy Kreme Mexico Tackles Employee Engagement<\/a> <\/p><\/blockquote>\n

Anticipate the obvious questions and be ready with responses: <\/p>\n