Whether you call it downsizing, rightsizing or laying off, the end result is the same: some people are going to lose their jobs, and it’s going to hurt them and damage morale at your company.

Unfortunately, many of us are going to have to oversee workforce reductions at some point in our career. Here’s how to minimize the effects:

Be visible.

Whoever is in charge of layoffs—preferably someone at the executive level—should inform all remaining employees about the situation as soon as possible and do it face to face.

Be honest.

Your employees deserve to know why the decision was made, and what the ramifications will be. Will they be expected to do more with less? Go without bonuses?

Be open to communications.

Give your remaining employees the chance to express their feelings and ask about their concerns. Give your laid off employees the courtesy of an exit interview whenever possible. 

Be clear about your expectations. Refocus your employees’ attention away from fear and uncertainty by telling them your new goals—where the organization is now going and how you’re going to get there. Give them a renewed purpose by describing clear, achievable, short-term milestones and emphasize what results you hope to achieve.

Be proactive. Your employees still might feel helpless and worried about their own jobs. Get them involved: Provide opportunities for problem solving and productive activities. You can try setting up focus groups, circulating surveys or just holding informal meetings to solicit ideas. Be sure to use the feedback you receive to develop change strategies and keep employees apprised of the status and outcomes of their ideas and requests.

Be communicative. To help build buy-in and morale, be sure you are communicating regularly and in the way your employees prefer. Ask your staff members what information and what types of communication they prefer, then use those modes to communicate regularly and frequently and maintain a dialogue.

Be aware. After a layoff, rumors may continue to circulate. They can cause serious damage not only to employee morale, but also to your organization’s reputation. Nobody will want to work for an organization where uncertainty rules. Be sure to provide current and reliable information that dispels any rumors and helps employees feel informed.

Be supportive. After a round of cutbacks, helping people feel valued also strengthens morale. Be sure to share wins and success stories, and recognize employees for their contributions.

One way to avoid layoffs is to create a staffing strategy with a trusted partner. At Staffers, we can create a customized program for your company that can help you handle the highs and lows of your staffing needs. Contact us anytime you’d like to find out how!