Economic cutbacks may be affecting
the organization you work for as a manager. Currently, this is a reality in North America and many other countries of the world.
"How many employee jobs
are affected?" you wonder.You are stunned to learn that it is your responsibility as a manager, to inform a large number of
employees about the pending layoff.
Layoffs are a part of transitional businesses.
How to inform employees of a large layoff is not necessarily a task that
managers enjoy. There is no easy way to tell people that they will not be
working, in the near future. Whether it is just one employee or a large number
of employees, does not really make a difference or diminish the undesirable
nature of the task.
The article, “What
to Say When You Layoff an Employee” suggests
that talking
to employees on a one-to-one
basis is important. Ideally, managers who are announcing layoffs, speak with
employees individually or in small groups. When there are large numbers of
layoffs in an organization, that may not be possible.
“Experienced managers use a
range of techniques to lessen the shock
of a layoff for their staff:”
Consider the following
guidelines with respect to how to inform employees of a large layoff:
Timing:
Timing can be everything when
informing a large number of employees about a pending layoff. Managers know their employees
and their job descriptions and are aware of the best time to talk to them about
what is happening in a company or organization. Arranging small meetings or a
larger meeting may be possible. Sometimes, there is no best time, as layoffs can happen quickly without warning.
Talking to employees
individually or in groups when the timing is appropriate, can lessen the
potentially devastating blow of layoffs. Managers speaking to employees in a
realistic, calm and quiet manner about the reality of the layoff can answer
many questions, for example, “Is there any chance of being re-hired?”
Level of awareness:
Managers know the level of
awareness with respect to the majority of their employees. At times, some employees suspect
the worst, but it does not necessarily happen immediately, while at other
times, there are employees with a high level of awareness who instinctively
know when a large layoff is imminent.
Managers are often in a
position where they cannot answer employee questions that either confirm or
deny the approaching layoff. Maintaining an attitude of care, concern
and compassion for employees is important, as many of them will be devastated
when the actual layoff occurs.
Normalcy:
Managers should seek to
maintain some degree of normalcy in a work environment when there is an
imminent layoff in the wind. Faced with economic cutbacks, many managers will
do just that, sensing employees are concerned, upset or angry about what appears to
be happening. Managers have to comply with employer directives and are aware
there could be serious problems when the employees find out about the
layoff.
Atmosphere of peace:
Managerial responsibility
includes keeping the peace, regardless of having to inform employees of their
employment status. This is not easy for a manager, particular
when there are confrontational employees demanding immediate answers. Many
managers, who are not in a position to answer questions, can still direct
questions to employers.
Honesty and integrity:
It is the honest and integrity
of managers with their employees that allows a large layoff to be effected with
a minimum of stress and confrontation. Managers can give their employees
written documents specifying reasons for the layoff of a large number of
employees, as well as expected layoff dates, employer-managerial-employee directives and
future expectations with respect to the possibility of re-employment.
Professionalism on the part of
managers, in accordance with appropriate organizational ethics and principles
of practice, can make dealing with a large layoff easier for everyone and avoid
a potential crisis, even when the layoff is inevitable.
No comments:
Post a Comment