Employers should never embark upon an employee layoff as if the reduction in employees will solve the problems of the business. An employee layoff is a devastating event for both the employees who remain with your organization and the employees who find themselves without jobs in an unemployment scenario that has around 10% of available workers unemployed with another 10% or more who are underemployed, employed part time, or who have just plain given up looking for jobs. (The actual unemployment rate will be released for February on March 5.)
I've themed this week's newsletters and blog posts around layoffs and dealing with unemployment. But, I encourage people who are still employed to adopt the practices recommended in: How to Keep Your Job, and that employers who must do employee layoffs adopt these best practices.
Still employed? Watch for Thursday's newsletter. I am taking on what currently employed people need to do now to be as prepared as possible if the dreaded layoff occurs.
How you lay off employees in this economic climate really matters. You've heard me discuss alternatives to layoffs, none of which are exceptionally positive, but may provide temporary solutions for your business.
The pain of layoff and unemployment is real and scary for people. Prospects are cloudy on the employment horizon. Sometimes, when you've tried everything else to preserve your business, an employee layoff becomes essential. Best practices in layoffs matter for the employees you lay off and the employees who survive the layoffs.
Employee layoffs allow you to cut costs while preserving your relationship with your most critical employees. Plan first for your organization's future when you embark upon an employee layoff. These are best practices of employers toward the employees they must lay off. Find out how to help the employees who survive the layoffs maintain positive morale and motivation.
Image Copyright Nicholas Monu
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