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 Surviving a Layoff - Spring 1994 PROBLEM: Compared to the same period last year, the layoffs in American businesses during the first half of 1993 have risen almost 20%. This growing problem has caused an enormous amount of stress in the American workplace for both the people who are being laid off and the survivors. Recent studies have shown that the way all of the employees are treated before, during and after a layoff has a direct impact on the survivors' morale and productivity. In other words, you really need to take into account how your people are feeling from the very beginning because that will impact how they're going to feel and respond when the layoff is over. I believe that the reason that productivity and morale drop, and why so many people sue for wrongful termination, is that people tend to feel like victims during this kind of situation. Yet the truth is that they don't necessarily have to feel that way. If you really support your people in coming to understand that they have the emotional resources and coping skills they need, then they'll be much better prepared to handle it. SOLUTION: Empowering your people is a powerful antidote for any feelings of victimization that they may have during this transitional period. I've found that a key factor in this process is to give them as much accurate and up to date information as possible. One of the best ways to do this is to hold a series of company-wide meetings that will put things in perspective for them. Tell your people what you're planning to do and how it will affect them. Share your financials with them so they know what you're going through. Promise them you'll give the ones who are being laid off as much warning as possible so they can plan for their future; tell them you'll give them on-site outplacement support. Emphasize a positive vision of the future so that your survivors will feel that things will stabilize after the layoffs. Tell your managers to watch for signs of stress in their people after these meetings and send anyone who seems unduly stressed to your company psychologist for counseling. Once you've actually done the layoffs, call another company-wide meeting where people can openly express their feelings about what has happened. Make it a safe space for them to express their anger, resentment and grief over losing their coworkers. Some will even feel guilty because they weren't chosen. Let your people know that these feelings are normal and appropriate. Train your managers in how to listen to your people's feelings in a nonjudgmental manner. Doing so will allow them to let go of the painful feelings and move on. SUMMARY: The way you treat your people during a layoff will have a profound effect on the way they get through it. Talk with them, listen to them and treat them with respect. Doing so will allow you to stabilize their productivity and morale during a very difficult time. |
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