Between the economic uncertainty and the long-lasting impacts COVID-19 has had on businesses, another wave of layoffs has been sweeping the workforce across the globe. So how can employers optimize their workforce after layoffs?
Here are our best tips on how to optimize your workforce after layoffs.
The first and most crucial step in optimizing your workforce after layoffs is to promptly and effectively communicate with your employees by addressing the changes. The best way to discuss the adjustment is through overcommunicating and transparency. Be honest – explain the reasons for the changes, how decisions were made, resources and plans to support those impacted by the changes, and strategy for the transition.
The most effective approach is to ensure the decisions were perceived as fair and take a consultative rather than an authoritative approach. For example, if possible and appropriate, propose writing letters of recommendation for laid-off employees. You could also support former employees through network introductions, where appropriate.
Be sure to also consider counseling resources to mitigate survivor’s guilt and any negative responses to the transition. Some feelings of survivor guilt might include fear, insecurity, uncertainty, frustration, resentment, anger, sadness, depression, a sense of unfairness, betrayal, and/or distrust.
While it may not necessarily be perceived as a crisis, it is imperative to implement internal communication best practices.
Nearly 75 percent of employees who survive a layoff have negative impacts on productivity, including 69 percent who believe their company’s product or service quality declined. Respondents that experienced declined productivity and negative feelings towards their organization’s product(s) and service(s) quality conveyed a sense of shame, concern, and animosity.
Make the effort to be receptive, accessible, and sincere. All leaders in the organization need to take frequent pulse checks to ensure effective employee engagement.
To help promote a positive employee experience after layoffs, consider the following tips:
The upside to the situation is that employees who believed their managers were accessible, receptive, and open were significantly less likely to decrease productivity (70 percent) and the quality of their work (65 percent).
To help gauge your employee engagement, explore The Ultimate Guide to Employee Engagement Surveys.
To help take a proactive stance in preventing future layoffs, invest in the alternative of reskilling and/or upskilling your employees. In response to an uncertain economy and evolving labor market, upskilling and reskilling can provide professional growth opportunities for your retained employees.
Other considerations regarding professional growth opportunities include:
Reskilling and upskilling your employees require a good strategy, resource access, and effective communication.
Although you know your business better than anyone else, it can be hard to admit you can’t do it all. That’s where hiring a third-party vendor might help. Outsourcing some business functions, like HR, benefits administration, and payroll can minimize your administrative tasks so you can focus on growing your business.
Third-party vendors can help you:
Layoffs are not easy to implement or navigate. But optimize and inspire your workforce with Namely.
Sources: Quantum Workplace, Nivati, SHRM, Harvard Business Review, HR Forecast
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