Judith Wilson

HR Doesn't Have to Be a Mystery

After Employee Layoffs, Help Survivors Understand Why They Should Stay

 

An employer’s work is never done. So before, during and after a downsizing, it is imperative that employers consider how they plan to retain employees who are survivors of the layoffs.  

Oftentimes, we see this type of scenario. When employers focus on layoffs, they’re thinking more about whom they’re laying off and how they’re going to communicate that information. Failing to think about the people left behind, however, is a serious oversight. 

Essentially, you should be mindful of those surviving employees, as they are the ones who will keep your business afloat and help it to continue to grow and prosper. 

I learned lots of insights on this topic by reading the book is Love ‘em or Lose ‘em: Getting Good People to Stay by Beverly Kaye and Sharon Jordan-Evans. The authors begin by challenging employers to simply ask their employees what keeps them working at their company or organization. Usually they will tell you.

Which brings me to my next point: During layoff events, almost without exception, surviving employees want a chance to communicate with and hear from their employers. Here are a few pointers that can help you plan for this important time: 

1. Explain to employees why their co-workers were involved in the layoffs.
2. Schedule follow-up meetings to discuss additional responsibilities. The surviving employees are going to be concerned about who is going to be handling what; and “Who is in charge of ‘xyz?’” and, “Who do I turn this report in to now?”
3. Prepare to answer those types of questions above and others. Employees will also want feedback and information about the company’s future, etc.
4. Think of ways that you can continue challenging and motivating your employees. At the same time, you will want to set reasonable expectations so they don’t see themselves as carrying the weight of the company on their shoulders. Yes, most surviving employees are grateful to have their jobs; however, at the same, they don’t want to feel as though they’re being taken advantage of.
5. Set their minds at ease as much as possible. Surviving employees are going to be nervous or anxious. They will be wondering, “Am I going to be next?” They may also be concerned about skills or training needs. “Will I be trained to take on these extra or different responsibilities?” 

As you work through these plans, you will want to connect with your employees as quickly as possible (after a layoff event). For sure, it is a mistake not to acknowledge that the company is experiencing layoffs. Some research reports even point to the possibility that surviving employees can take flight from companies that engage in mass layoffs—and then mismanage the aftermath— once a down economy rebounds. 

Ending on a more positive note, I encourage employers to continue making their organization an attractive and appealing place to work. You can still plan some fun and uplifting activities and see these times as opportunities to demonstrate that yours is a caring and employee-focused organization.

The information contained in this document is for general, informational purposes only and is not intended to be legal advice. This information is not a substitute for the guidance of a professional and should not be relied upon in reference to any specific situation without first seeking the advice of a qualified HR professional and/or legal counsel regarding applicable federal, state or local laws. HRTools, Insperity and their respective employees make no warranties, express or implied, and make no judgments regarding the accuracy of this content and/or its applicability to a specific situation. A reference or link to another website is not an endorsement of that site or service.