LAYING OFF EMPLOYEES STRATEGIES 4
Laying off Employees Strategies
One of the most challenging tasks in business is usually when the manager needs to notify their employees that there is no need for their services any longer in the organization. The news of being laid off is usually life-changing for the employees, and it can also lead to the opening of potential legal proceedings. Delivery of laying off report should be handled with the utmost care by the managers to ensure that the employees understand clearly the message and that they will get help from the organization whenever they may need it.
The chief executive officer should ensure that she communicate the message through as many channels as possible. Using adequate channels ensures that the employees get the news first and in good time (Shlosberg, 2012). The communication about plans to lay off employees should be done regularly by the manager to ensure that the employees understand the message and why the chief executive officer took the decision. The leader of the organization should ensure that she, at times, uses face to face communication to deliver the message. Ensuring that the employees understand why they are being laid off should be the manager`s priority.
During the delivery of the message, the manager should be evident and concise. The manager should be direct to the point and should not give in to the temptation of beating around the bush, especially during such a tense moment for the employee. The manager should listen to the feedback of the employee and how they receive the message. The manager should understand the different employees and treat them according to their characters and rank in the organization. The management should match its actions with the words that they utter by supporting the employees during the transition process.
The chief executive officer should always ensure that the employees hear and understand the message. The management can help the employees understand the message by ensuring that they prepare well before coming in for the message delivery (Review, 2014). The administration should have only short, sharp notes, especially if the birth of the news is via memo. The management should always encourage and reward good work; thus, the employees will not think that the employer wants to fire them.
There are a lot of landmines which the manager has to avoid to ensure that she delivers the message of laying people off effectively. The manager should always think critically to ensure that she assesses all the possible options before making the final decision of laying off employees.
References
Review, H. B., (2014). Laying Off Employees. Boston: Harvard Business Review Press.
Shlosberg, M., (2012). Letting people go: The people-centered approach to firing and laying off employees. New York, N.Y: Business Expert Press.