Conducting layoffs is one of the worst parts of having a job in Human Resources. Leaders don’t want to undo relationships with employees they once hired. No one wants to be the reason someone has no livelihood. Sometimes, the need or the awkwardness that comes with layoffs gets in the way of cutting ties in the proper manner. In other words, HR can mess up when letting people go.
Check out the recent HR Exchange Talks on balancing business needs and employee well-being when conducting layoffs to gain a better understand of what not to do, and then see what business and HR leaders on Terkel.io said about the big mistakes to avoid when redundancy happens:
Fail to Take Responsibility
“In my experience, the biggest mistake employers make when conducting layoffs is poor communication by the wrong person. When conducting mass or group layoffs, the buck stops with the CEO or President. Don’t just send an email notification, cut access, and escort people out the door. Have your senior-most leader front and center to own the message, own the decision, and communicate to the employees what’s happening, how, and when. Making HR the face of the messaging isn’t fair to HR and allows leaders to hide as if they weren’t the final decision-makers of layoffs occurring.
Communication includes external press announcements, but priority should be given to your own employees. Nothing is more cringe-worthy than layoffs happening, and employees find out because their colleagues come crying to them, telling them what happened. If you can take time to write a press announcement, you can take time to design and implement an announcement and day-of logistics that are respectful of employees.”-Ayanna E. Jackson, Career and Leadership Coach, AEJ Consulting
Lack of Transparency and Support
“One egregious mistake HR and employers can make when conducting layoffs is lacking transparency and communication. Failing to provide clear explanations, advanced notice, and support to affected employees can severely damage morale, trust, and the company’s reputation. To avoid this error, HR and employers should prioritize open and honest communication throughout the layoff process. This includes explaining the reasons behind the layoffs, providing as much notice as possible, offering outplacement services or career transition support, and being available to address employees’ concerns and questions. Maintaining confidentiality and treating affected employees with respect and empathy can also help mitigate the negative impact of the layoff process.”-Brian Clark , Founder, United Medical Education
Letting Discrimination Be a Factor in the Layoffs
“Layoffs are critical events that demand great care and sensitivity. Failing to handle them properly can lead to adverse outcomes for both the employees and the organization. One egregious mistake that HR and employers can make is implementing inconsistent or biased selection criteria for determining which employees will be laid off. HR and employers should establish fair and objective criteria for selecting employees, considering factors such as performance, skills, job role, and seniority.
Transparently communicate the reasons for layoffs and the selection process to all employees, ensuring they understand why certain individuals were chosen. Treat affected employees with empathy and respect, offering support and addressing their concerns to minimize negative morale and maintain a positive employer brand. It is crucial to comply with labor laws and seek legal counsel to ensure a lawful process, avoiding potential legal consequences.”-Divvya Desai, HR, Naman HR
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