Checklist: Assisting Layoff Survivors

Note: HRTools.com gratefully acknowledges June Seroka, Senior Human Resource Specialist with Administaff, for contributing to the content of this checklist.

In difficult economic times, or in down business cycles, some employers shed jobs to help reduce costs. Employee layoffs are painful for everyone, including those employees left behind—the ‘survivors.’ In order to minimize business disruptions, and to help advance employee morale during down business cycles, managers and supervisors will want to assist ‘layoff survivors.’

A top priority following a layoff is re-engaging employees. Managers and supervisors will increase the likelihood of successfully re-engaging their employees by using the following checklist as an aid:

• Understand four key elements as drivers of engagement—

• What management can do for layoff survivors—make sure messages are clear.

• Management should be visible—top leaders and managers need to be visible, accessible and part of the communication process. In this effort, they will:

• Aggressively get staff on board again, one at a time.

• Communication is a key component. Communicate to facilitate getting the work done.
• Allow employees the time to grieve, and managers will want to also consider the following:

As a final note: Layoffs can be an emotional and traumatic time for everyone. Managers may be faced with employees displaying grieving symptoms, such as increased absenteeism, complaints and unwillingness to work additional hours. They may also find that employees indicate less confidence and trust in their employer. In essence, then, managers have a distinct challenge in helping their surviving employees become re-engaged in the workplace. When they understand their employees’ feelings, and they have a plan for helping them cope, managers usually will find that employees are more likely to heal, recover and become more committed and productive.