Helen H.’s Post

”Humanizing the layoff experience in these ways can help lessen the impact and set your business up for a more rapid recovery. But remember to go into the decision to do layoffs with clear eyes: There’s no such thing as a quick business win without a human cost to the business, and your rebound is likely to take years rather than months” In the course of my career, I have had to deliver layoff messages. This article effectively highlights the negative long term effects of right-sizing a business through letting people go. #leadershipdevelopment #caringleadership

How to Humanize the Layoff Experience Layoffs can have significant costs for companies, impacting engagement and company confidence in the long term. Here are some key pointers to consider if you find yourself needing to navigate this challenging situation: - **Set realistic expectations**: Understand that while there may be short-term financial benefits, there will be a need to rebuild engagement and performance over time. - **Transparent communication**: Focus on how changes are communicated. Transparency and openness go a long way in helping employees navigate uncertainty. - **Avoid overburdening employees**: Recognize the human aspect of your workforce. After a difficult change, expecting increased output is unrealistic. Prioritize tasks to allow everyone to focus on the essentials. - **Respectful off-boarding**: The off-boarding process is critical. While layoffs involve planning, the experience for the employee can be abrupt. Providing time for closure, goodbyes, and access to non-sensitive systems can ease the transition. Navigating layoffs with empathy and consideration can help mitigate the impact on both employees and the company in the long run. #Layoffs #HR #Communication #EmployeeEngagement Mister Jobs

This HBR article, based on research from the firm Culture Amp, put numbers to the impact of layoffs on engagement, future retention, and the company's reputation. While layoffs may offer economic benefits, the morale hit and trust issues can lead to long-lasting negative effects. Anticipating these challenges can help mitigate - but *only* mitigate - their impact. #HBR #CultureAmp #Layoffs #EmployeeEngagement #CompanyReputation

Leaders, can "layoffs" cost you more in long run ? How can you "Humanize" the layoff experience ? While layoffs can lead to short-term financial benefits, research shows just how much of an impact they can have on employee engagement, morale, and loyalty — and how long that negative impact can last. Humanizing the layoff experience can help lessen the impact and set your business up for a more rapid recovery, but remember to go into the decision to do layoffs with clear eyes: There’s no such thing as a quick business win without a human cost to the business, and your rebound is likely to take years rather than month. #layoffs #humanizinglayoffexperience

"Humanizing the layoff experience can help lessen the impact and set your business up for a more rapid recovery, but remember to go into the decision to do layoffs with clear eyes: There’s no such thing as a quick business win without a human cost to the business, and your rebound is likely to take years rather than months." #layoffs #downsizing #employeemorale #journeycounts #thejourneycounts #LearningGuidanceGreatness

"Humanizing the layoff experience can help lessen the impact and set your business up for a more rapid recovery, but remember to go into the decision to do layoffs with clear eyes: There’s no such thing as a quick business win without a human cost to the business, and your rebound is likely to take years rather than months." #layoffs #downsizing #employeemorale #journeycounts #thejourneycounts #LearningGuidanceGreatness

View from the watercooler: I've asked (and heard others ask), "Do the people who run this company understand (think about, measure, consider, etc.) the long-term costs of a layoff?" Layoff announcements use phrases like "rightsizing" and "restructuring" and "difficult strategic decisions." I wonder who balances that equation, and what does the human side of it look like? Finally, HBR has a short report that attacks the question head-on: Research: The Long-Term Costs of Layoffs https://lnkd.in/gGzXcDxW Read and judge for yourself. What I loved: 1. No punches pulled. It touches on many difficult topics, including not only the emotional suffering of those who leave but also those who stay. 2. Interesting data. I was intrigued by the metric that tracks recovery of company-wide morale. tl;dr 2 years may not be enough. 3. Favorite quote: Oscar-winning Pixar director Brad Bird has a famous quote that we fully endorse: “If you have low morale, for every $1 you spend, you get about 25 cents of value. If you have high morale, for every $1 you spend, you get about $3 of value.” Companies should pay much more attention to morale. What I missed: I hope next time the authors explore some of the "hidden" costs, e.g., time and money spent onboarding subsequent new hires (esp. after loss of institutional knowledge), loss of trust and confidence in leadership, increased stress from role-creep, etc.

Ever heard of poorly delivered layoff news? Or even worse, experienced it? Something like: - An email from HR saying “IMPORTANT NOTICE - Please read.” - A text from your manager saying that today is your last day. Period. - Or when you arrive at the office with a box and a letter   Layoffs are never easy and as a leader, you are held to a higher standard, especially when it comes to your communication strategy. Handling bad news with transparency, empathy, and integrity can make a significant difference in preserving trust and morale. Here are a few guiding principles: ➡ Communicate Clearly: Transparency matters. Share the reasons for the decision openly and acknowledge the feelings of those impacted.  ➡ Show Empathy: Understand that this isn’t just a business decision—it affects lives. Express genuine appreciation for contributions and make time for one-on-one conversations to answer questions and offer support. ➡ Provide Resources: Offering severance, job search support, and access to mental health resources shows you care. For many, these tools can be a bridge to their next role and provide a sense of security during a challenging time. ➡ Support Remaining Employees: Layoffs can unsettle the team left behind. Reinforce their value to the organization and share the vision moving forward to inspire renewed confidence and commitment. While layoffs may be part of the business cycle, handling them with grace fosters resilience, protects culture, and reflects strong leadership.

𝗜𝗺𝗮𝗴𝗶𝗻𝗲 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘆𝗼𝘂'𝗿𝗲 𝗳𝗶𝗿𝗲𝗱 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗮𝗻 𝗲𝗺𝗮𝗶𝗹 𝗰𝗵𝗮𝗶𝗻. It happened like this for a close friend of mine: 📧 𝗘𝗺𝗮𝗶𝗹 1: “Unfortunately, we need to release X% of our workforce. The next email will tell you if your position remains.” 📧 𝗘𝗺𝗮𝗶𝗹 2: “Your position remains. The next email will tell you your direct report.” 📧 𝗘𝗺𝗮𝗶𝗹 3: “Your direct report is XYZ.” A job on the line, delivered with all the warmth of a vending machine. No call, no in-person conversation: just an email chain unraveling someone’s career with sterile efficiency. Layoffs may be a part of business, but delivering the news this way? That does more damage than necessary, leaving trust and morale on thin ice. At TalentLink, we believe in a better way: ➡ 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲 𝗖𝗹𝗲𝗮𝗿𝗹𝘆: Transparency matters. ➡ 𝗦𝗵𝗼𝘄 𝗘𝗺𝗽𝗮𝘁𝗵𝘆: This is about lives, not just numbers. ➡ 𝗣𝗿𝗼𝘃𝗶𝗱𝗲 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀: Offer tools like severance packages, job search support, and access to mental health resources to help people transition. ➡ 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 𝗥𝗲𝗺𝗮𝗶𝗻𝗶𝗻𝗴 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀: Reinforce their importance and provide a vision to renew confidence in the path forward. Handling layoffs with integrity may not be easy, but it’s a test of real leadership and one that preserves the strength of your team, even in difficult times. Curious: What’s the most poorly delivered layoff you’ve heard of?

In an unpredictable economic climate, layoffs are increasingly common, especially in the tech industry. While reducing headcount might seem like a quick fix for financial woes, the long-term costs can be significant. This Harvard Business Review article shows that layoffs can severely impact employee engagement, morale, and loyalty, with negative effects lasting for years. Humanizing the layoff process can help mitigate some of these impacts and set the stage for a quicker recovery. However, it’s crucial for leaders to understand that there are no quick wins without human costs. As we navigate tough times, prioritize empathy and long-term thinking in business decisions. Thanks Didier Elzinga and Amy Lavoie #Leadership #EmployeeEngagement #Layoffs #BusinessStrategy #HR https://lnkd.in/g8wswPDm