Supporting Employees After Company Layoffs

The once-familiar office space will now seem strange to those still working there after a company layoff. Returning employees will look at the empty desks and feel disheartened and demoralized. They will probably ask themselves, "Am I the next one to lose my job?" This is a crucial time. The company must do whatever it can to support its current employees to feel more stable and secure in the new work environment. 

Effective communication is key. The first step to creating this new normal is to be open and honest about why the layoffs were necessary. Management will want to build trust and morale within the company so that there is not a mass run toward the exit doors. Many companies will call a companywide meeting to answer questions and address these issues.

If necessary, schedule one-on-one meetings to give employees more specific information about how the layoffs impact their day-to-day work. Some concerns might include redistribution of work, fears about job security or what additional resources might be available to handle the new workload. If necessary, managers may offer extra compensation for added responsibilities. There is no magic cure to erase the hard feelings employees may have in the moment. Companies will need to let time pass in order for employees to see that management intends to make good on its promises.

Keep lines of communication open

Address any concerns surrounding the financial health of the company by providing clear information to employees. Managers need to be sensitive to the financial concerns of their constituents who are carrying mortgages, paying off college debt or saving for retirement.

Employee motivation and engagement are other important aspects of righting the ship after layoffs. To keep staff members excited about coming to work each day, celebrate and build on the successes of employees. Everyone wants to be recognized for a job well done, and now is certainly the time to showcase any achievements. Make sure employees feel that the work they do is valued for the impact it has on the company as a whole.

Keeping up morale will be a challenge. The default for remaining employees may be to start networking and sending out their resumes. The company can counter this by offering promotions or career growth opportunities for the talent whom they wish to retain and nurture. A fast way to build morale is to look at current company benefits and see whether there is room to provide better benefits or higher salaries.

It's natural to have negative feelings about the company after a layoff, but management will need to focus on the positives and why the company is still a great place to work.

Company layoffs are traumatic for all concerned. Organizations that take an immediate, positive, structured approach toward supporting their remaining staff will secure a successful workplace culture in the long run.