SC Connecticut News

As the corporate world transitions from "The Great Resignation" of 2022 to what some are calling "The Great Layoff" of 2024, companies face the challenge of reducing their workforce. While layoffs are inherently difficult, there are ways to approach them with compassion and respect.

Airbnb's approach in 2020 serves as an example. CEO Brian Chesky addressed employees affected by pandemic-related layoffs with empathy and transparency. In contrast, Google's layoff notifications via mass emails left many feeling disconnected. Vivek Gulati, a former Google employee, recounted his experience: “I texted my former manager,” he wrote. “I had asked him to be my reference for an internal job transfer just the previous week. Fifteen minutes later, he texted back saying he had been laid off too.”

Gulati noted that personal communication during layoffs can make a difference. He recalled a previous experience where a vice president personally communicated the layoff decision and offered support.

Research from Culture Amp reveals misconceptions about layoffs:

“Strong company cultures handle layoffs better.” False.

“Employee morale rebounds after a layoff.” False.

“Layoffs are necessary for long-term profitability.” True only in specific circumstances like correcting excessive capacity.

The overall costs of managing layoffs may outweigh financial benefits, potentially discouraging innovation—skills needed for organizational success.

Layoffs impact organizations by diminishing trust and loyalty among employees and customers. They disrupt workflows and result in loss of valuable knowledge when experienced staff depart. This can lead to decreased productivity and weakened organizational culture.

Strategies for humane layoffs include making personal connections through direct managers or senior executives who acknowledge contributions and offer support such as referrals; creating support systems like severance pay and outplacement services; taking a broad view by supporting both departing and remaining employees; preparing for transition with adequate notice, health benefits extension, financial planning assistance, counseling access, retraining opportunities, and cross-training.

Key principles involve maintaining honesty and transparency about decisions to minimize rumors while delivering news personally or via video call rather than impersonal channels. Offering generous severance packages eases transitions for families while reinforcing company reputation among remaining staff members who need reassurance about shifts in strategy along with feeling valued within secure environments going forward amidst changes wrought by events beyond anyone’s control today yet still impacting tomorrow inevitably somehow somewhere else again soon enough now always eventually too...

By treating employees respectfully during this challenging time through comprehensive supportive measures outlined above herein together all along these lines hopefully companies mitigate negative effects thereby reinforcing reputations as considerate responsible employers everywhere anytime anywhere else again soon enough now always eventually too...