Companies should never underestimate and forget that the relationship they have established with their employees is a relationship that will survive long after their termination.
In case of lay off, the degree of damage done to the company often depends on how the employees are dealing with the situation during and afterwards. A dismissal does not mean the end of the relationship between the company and its former employee. The relationship can become, if the transition is positive, a reputational asset and an opportunity for the organization to strengthen its corporate culture. For the ex-employee, maintaining a healthy relationship can be synonymous with a solid reference for the rest of his or her career and, why not, rehiring.
1. A layoff is emotional
Potential layoffs often occupy the minds of workers and employers in times of crisis. In the event of a layoff, compassion must be present at every step of the process. Set aside HR policies and focus on respect and compassion for the “remaining team” as well as the departing team. As a Director, HR, HRBP, hiring manager or team leader, now is a good time to show proactive leadership. Why not send an email to your ex-colleagues? Ask them how they are doing, how you can help them? What a great gesture in terms of motivation and empowerment that would be.
2. A layoff is a transition
Accompanying your ex-employees in a symbolic way in their transition is generous and benevolent, considering the services rendered to the company. Imagine that one of your former employees explains to a potential employer, “My company laid me off and my manager wrote me a letter of recommendation and will be available for a reference check.” Being able to go in front of a recruiter with the assurance that you have the support of your ex-employer can make all the difference. In addition, by doing so, your ex-employees become quality ambassadors for your organization.
3. Layoffs can lead to rehiring
Some HR practices lead to not hiring someone who has been fired. This needs to change. Companies should think twice before rejecting a known talent who is a good fit for the position in favor of an external candidate. When layoffs are announced in an organization, many employees start looking for a new job, even if they are not directly affected and their job is secure. Companies often realize too late that those who were not on the layoff list end up quitting after the reorganization is complete. If you know that your former employee would be a good fit, don’t hesitate to rehire.
4. Preventing “survivor syndrome”
In terms of layoffs, timing is everything. It’s not only hard on the people losing their jobs, but it hurts the morale of the remaining employees as well as the work atmosphere. As they see their colleagues leave, they may wonder when it will be their turn? This is why transparent and effective conversations are so important. Management should implement a structured communication plan of the reorganization process, its timing and its impact. All those involved, laid off and remaining, should have specific and dedicated information and exchange sessions. It will be important to reassure the remaining employees that they will not be affected by the layoffs so that they can continue to work with peace of mind and prevent what is known as “survivor syndrome.”
To prevent this from happening, it will also be essential to explain how the new structure will work and the possible changes in workload, remote work, implementation of collaborative tools, etc. This process will provide them with a space to refocus, stay engaged and motivated with a clear understanding of the challenges ahead in the company. Downsizing is not without its dangers and the company culture and climate will suffer. Every organization should take the time and steps to understand, preserve its culture and monitor the impact of its decisions.
Offer outplacement to your ex-employees
While outplacement or career coaching services were initially designed for executives and could be costly, today they are available to all levels of the organization and their cost is adapted to the needs of companies, regardless of their size. Jobprofile has created a flexible and customized program for your departing employees, whether they are individual layoffs or collective ones.
We offer companies what they can’t: welcome the “mourning” and transition period, prepare job seekers with solid and attractive files, and connect them directly with recruiters who have real job opportunities.
If your organization is facing the very difficult decision to downsize, rest assured that in Jobprofile, you have found a trusted partner. Our mission is to help employers focus on the remaining team, while taking care of the “departing” team. Opting for outplacement ensures that you maintain a healthy and constructive relationship with the people who have shared a stage of their career with you.
