What do you do if your organization is facing the need for layoffs?

Here are some best practices to consider: Plan Ahead: Anticipate potential impacts and prepare accordingly. Communicate Effectively: Keep the communication clear, transparent, and compassionate. Maintain Confidentiality: Respect the privacy of those affected. Explore Alternatives: Consider other options like furloughs or reduced hours before resorting to layoffs. Support Transition: Offer assistance with job searches, resume writing, and references. Understand Compliance: Be aware of legal requirements and ensure compliance with labor laws. Prioritize Employee Well-being: Provide support services like counseling to help employees cope with the change.

Le processus de mise à pied mérite d’être franchement bien analysé avant de procéder . Il peut à priori s’avérer une solution efficace mais un exercice risqué au moment du renflouement. Il est mandatoire d’évaluer le risque de démission conséquent , le coût mal estimé associé à l’embauche et à la formation requise à recommencer . La conséquence terrain et la méfiance développée par le personnel épargné par la mesure peuvent conduire à des suites lourdes de conséquences. L’engagement , l’implication et la complicité sont des valeurs inestimables qu’on oublie souvent de quantifier ! Investir stratégiquement est la clé :)

Siempre hay que afrontar la necesidad de despidos con sensibilidad hacia los empleados, es fundamental mantener una comunicación clara y transparente, si se puede ofrecer apoyo emocional, mantener la confidencialidad, fomentar un ambiente de apoyo mutuo, facilitar la transición de carrera y evaluar continuamente el impacto y ajustar según sea necesario, es importante decir que el despido no es por su trabajo si no que la organizacion esta pasando una crisis financiera grave. Al hacerlo, se puede mitigar el impacto negativo de los despidos en los empleados y fomentar un proceso de transición más suave y respetuoso.

Laying off is essential for corporate sustainability strategy. It is unfortunate to have this happening but the public sense making it a key to make sure that the cut was not Malicious. We are promoting higher salaries per capita, and make everyone stay on board with a better outcome.

do we really need this??? ask ask ask , seek for other ways to solve temporary issues, if they are temp. Why do we need layoffs, how much can we survive if we dont make layoffs, then come to a result.

very very carefully!! take all notes, dont make haste or biased decisions, as laying off is not 1 person, its a WHOLE family associated. calculate the severances to be paid, and assess whether we can survive by keeping or still we need to lay off, as a BIG CASH outflow will be calculated as well.

If it has been decided that the layoff will be made, the whole process should be properly planned. The process should be transparent and should be based on some criteria rather than keeping the dear ones and terminating the rest of the employees. The management should carefully evaluate the situation and make the layoff plan accordingly.

Open communication is the most IMPORTANT way to smooth layoffs. Be transparent & welcome questions, be open and calm down the rage ( if any). indeed its a hard decision to make

Open communication is key to successful smooth layoffs. There are a lot of uncertainty and rumors surrounding layoffs even before it's announced. Open communication, verbal through meetings is the preferred way as Question and Answer can follow. Leaders can answer questions openly which makes the employees clear on many issues.

Ce n’est jamais facile d’annoncer une mauvaise nouvelle d’où l’importance d’être transparent et d’offrir tout le soutien parallèle . Il est recommandé d’expliquer mais de ne pas créer une dé responsabilisation entre le nous « terrain » et le « eux «  bureau chef . En tant que gestionnaire , il faut savoir utiliser un langage responsable et endosser une décision d’entreprise difficile . Faire un suivi auprès des gens impactés est une marque de bienveillance même si aucun développement court terme n’est prévu. Le travail de gestion comporte aussi de l’accompagnement dans les moments difficiles.

As layoffs are already so difficult for both the employee and the employer hence bad or hidden communication can make it worse. Open communication is the key to successfully achieving the required results. The management should clearly communicate the reasons of layoff, why the specific employee is being laid off and how the company will facilitate the process. All of these things should be transparent.

Well, first I would see for the people if they can move areas, but if there is no other then I would see for the interests of the company. I would give a letter of recommendation to good employees.

L’empathie est l’allié inconditionnel de tout gestionnaire soucieux . Tout est dans la façon de dire , d’accompagner et d’écouter . Demeurer dans l’écoute , de se placer dans les souliers de l’employé emmène au respect et à la compréhension. Remercier la personne pour sa contribution est un geste souvent négligé qu’il fait bon procurer et peut faire toute une différence pour la suite des choses. D’un côté comme de l’autre ☺️

When it's necessary to lay off employees, it's important to be kind and respectful. Explain their severance package and any help they can get clearly. Think about when to do the layoffs and try to do it in a way that doesn't upset the other employees too much. How you do this tough job can affect how people see your company and how happy your team is.

After layoffs, it's important to help the employees who are still here and may feel sad or worried. Tell them they're important to the company and include them in making things better. This can make them feel better and work harder. Also, offer chances to learn new skills and grow in their careers to show you want them to do well in the long run.

Reforçar o valor que eles agregam à empresa e envolver nos esforços de reconstrução. Isso pode ajudar a aumentar o moral e a produtividade. Além disso, oferecer oportunidades de desenvolvimento de habilidades e crescimento na carreira para mostrar seu compromisso com o sucesso de longo prazo dentro da organização.

Don't feel guilty about it If you have reached this decision, Be strong enough and tell them the truth directly It's your company and you have to run it successfully Don't try to explain or answer too much. That might backfire People would say lots of things, obviously they have lost their jobs, but you have to be strong enough to move forward with that