Some things you may want to cover when communicating layoffs to remaining employees are: When you hold informational meetings with your retained employees, give clear, detailed information about the reduction in force. In either case, consider using a script so you don’t forget any important details, and hold the meeting as soon as possible, preferably on the same day as the affected employees are informed, before rumors have a chance to begin. Your company can choose to hold one big meeting of retained employees, or arrange a number of smaller group meetings, depending on the needs of your workforce. By holding meetings and clearly communicating layoffs to remaining employees, you can forestall layoff anxiety and its effects. When employees are anxious and fearful about losing their jobs, productivity and loyalty goes down. Lack of information fuels layoff anxiety, which a remarkable 48% of American workers experience, according to INTOO’s 2019 Layoff Anxiety Study.
Otherwise, these workers are left to speculate about what’s happening and wonder if they too will be let go. In the same way you plan and conduct offboarding meetings with employees who are being laid off, organize meetings with the retained employees to keep them in the loop about the workforce changes. Here are five steps you can take for communicating layoffs to remaining employees. Since the retained employees are the people who will play a key role in the organization’s future success, companies should take steps towards managing this relationship, getting buy-in on company goals, rebuilding trust, and boosting morale.
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Moreover, they generally have to make a number of adjustments post-layoff, such as taking on additional duties and learning how to perform new tasks. These employees also experience difficult emotions, such as fear, sadness, and anger. However, it’s just as important for companies to carefully consider how they are communicating layoffs to remaining employees. Letting someone know they no longer have a job is no easy task, which is why guides and webinars on compassionate offboarding abound to help HR professionals navigate these talks.
When HR professionals talk about communicating layoffs, the discussion generally centers around breaking the news to departing employees.
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