At Careerminds, we understand the importance of employer branding. If a company has spent a lot of capital, time, and resources building a strong brand, they want to protect it at all costs. One poorly executed project or one negative social media post has the potential to bring a brand crashing down.
As an outplacement service provider, we know that building and protecting their brand is of the greatest importance to our customers. When they make difficult decisions that affect their staff, whether that involves retrenchments, firings, or transitions, they know they need to get it right first time. That means they need to know the law, act with empathy… or just source some professional help.
That’s where we come in.
We know that layoffs are a natural, but challenging, part of business. Companies will always need to take actions that affect their staff, whether that’s due to site closures, wider economic issues, or restructures. Layoffs take their toll on business leaders, HR teams, and the workforce but, done right, business operations can continue as usual.
Here are our top four tips for kickstarting a layoff on the right foot by getting the announcement right.
Four things to consider when announcing layoffs
1. Keep your message short and to-the-point
A potential job loss is a lot for an employee to process, so a short, on-point announcement will be a good foundation for further conversations when the message sinks in. Furthermore, staff can see through fluff. Ensure the message is linked to the business case, rather than cloaked in apologies or faux sympathy.
2. Hold one large round of retrenchments, rather than several small rounds
Retrenchments are disruptive and can affect morale and productivity, so holding one round of layoffs that achieves your organisational objectives in one fell swoop is recommended. Holding several smaller rounds prolongs the disruption, reduces employee engagement, and leaves staff wondering if they’ll be impacted next time.
3. Hold one-to-one meetings with every impacted employee
Your employees deserve better than a mass email. Hold one-to-one meetings to communicate the layoff plan and inform your employees of any support they’ll receive during the retrenchment period. Ensure they have the opportunity and time to ask questions.
4. Offer outplacement services to affected staff
When companies offer outplacement services to exiting staff, there are benefits for both employees and the business. Outgoing staff will benefit from career coaching, CV writing, LinkedIn profile optimisation, interview coaching, and job search support, while the business benefits from improved morale and protection for their employer brand. Employees who receive outplacement support are more likely to speak positively of your company, reducing the potential for lawsuits and negative press.
Remember that announcing layoffs doesn’t need to risk your reputation. Done well, it can be a positive step for the business, and brand damage can be mitigated.
Find out more about how Careerminds can support your downsizing project by contacting us!
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