Wisdom for
Humanizing Commerce
During Layoffs
During the process of reducing headcount, a lot of important information must be shared. This is an emotionally difficult process and getting it right is extremely important.
Layoffs Are Not An Accident
A Reduction in Workforce is a response by company leaders to fix an issue. It is a serious decision with long-term repercussions if badly handled. From the time layoffs are announced to the final interviews, information must flow through established channels in no more than a few days. Smaller companies should complete this process in hours. Once planning for layoffs is complete, the actual steps in the layoff process should happen in quick succession. We advise human resources, management, and leadership teams during the layoff process. Or, we can implement layoffs on your behalf. Below is the plan we use as a guide.
Workforce Reduction Implementation Services
Milestone 1: Prepare for 1-2-1 Meetings
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Review documents like severance agreements and programs for protected groups.
- Create communication materials (letters, multi-channel notifications, memos, etc.)
- Schedule meeting locations, send notifications.
- Review intentions and topics to cover in 1-2-1 meetings.
Milestone 2: Make the Announcement
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Review documents like severance agreements and programs for protected groups.
- Create communication materials (letters, multi-channel notifications, memos, etc.)
- Schedule meeting locations, send notifications.
- Review intentions and topics to cover in 1-2-1 meetings.
Milestone 3: Hold Group Lay-off Meetings
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A designated leader announces the reason for layoffs. (stay on topic points)
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Listen to reactions and share empathetic understanding.
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Present the severance agreement and outplacement services.
Milestone 4: Hold 1-2-1 Meetings
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Conduct 1-2-1 sessions with focus on empathy while sharing information about benefits.
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Provide a packet that includes a formal termination letter and helpful contacts and programs.
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Gather things and walk out according to a pre-designated process.
Closeout
- Offboarding includes: knowledge-transfer, letting others know, return of company property, updating internal systems, and conducting an exit interview and questionaire.
Service Options
1. We Can Provide Guidance:
Take advantage of our expertise and use our Workforce Reduction Planning guide as a roadmap. Our experts will be available for guidance with regular meetings scheduled to help navigate the process.
2. We Can Manage the Implementation Stage for You
We work with you and other stakeholders to implement the Workforce Reduction plan. After the planning stage is complete, we then carry out the plan as your representatives so you and your employees can remain focused on other critical issues.
Three Easy Ways To Get Started
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Just A Conversation
Schedule your free consult call and tell us about your situation. Together, we'll find a solution.
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See For Yourself
Learn your natural and adapted behaviors and driving motivators with one of our Success Insights assessment and consult. Try it yourself: $90 each.
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