Checking if there is anyone here who has had to layoff people... How did you do take it mentally and emotionally? Looking for answers from middle managers and HR folks who have to execute decisions taken by others.
Be honest. Help people understand why company is laying off and why it is them.
Negotiate with management on their behalf to buy them layoff benefits (insurance, notice pay etc.)
Work with all departments involved in exit operations to ensure that people have swift and respectful exit.
Offer them support in personal capacity (recommendations, referrals in your circle etc.).
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Don’t stress much about it. It is part of you people management role you signed up for. Nothing personal for you to feel bad.
Takeaway for you as manager— before you hire next time, be doubly sure why you need to create a role and what value will this role add. Just don’t be a yes-man to management in good times, else you need to play yes man role in bad times also.
Good pointers..!!
Share yours?
Need to do one next week... Feeling like shit... So I'm hoping to learn from others experience here
Good rule of thumb is to be honest so it doesn’t wreck ur conscience
Call the candidate the same day as of layoff. Tell that you are with him / her on this until he/she gets a new job. Keep checking in every 2-3 days and refer the candidate wherever you can..
The only thing that you can do is to not make the candidate feel that it was her mistake that she got laid off
How the HRs react if you tell them you were laid off, please share your experience?
Also, what other reason we can give for looking out for change in less than 5 months?
After there was a layoff at your company 1- Impacted by layoff : Did your manager/team mates connect with you to keep you motivated? 2- The ones not impacted - Did your leadership/manager set up a team call to explain the reason for layo...
Although you become the face of layoffs and you have to abide by what's instructed, how do you personally feel after a event like mass layoff?
What steps do you take to avoid or minimise the impact in such cases?
What are generally the metrics used during layoffs ?
Is it division by division or each employee is vetted for his performance and contributions ?
Do high salaried folks generally targeted even if they have good performance and history...
