4 Blunders Companies Need To Avoid While Dealing With Employees Being Laid Off
Sudden reduction in the size of the workforce for various reasons is a reality that most business today have to live with. It is important for the companies undergoing such changes to have a more humane approach towards managing the employees that are being laid off. According to the professionals offering outplacement coaching in China, this helps in making the whole process somewhat less painful for the outgoing employees, besides giving them a solid reason to not badmouth their employers. Sadly most organizations tens to commit various mistakes which make the actually enhance the distress and sloppiness of the laying off members of the workforce. While most of these mistakes can be made up for, the employers should steer clear of the below discussed 4 blunders while handling laid off employees to prevent any catastrophic consequences.
Assuring The Employees About The Possibility Of A Rehire
Giving false hope to the outgoing employees is worse than giving them no hope at all. So if the companies are not seriously considering re-hiring the outgoing employees at some time in the future, they should not suggest the same. Such false promises, even if based on a kind intention, are likely to make the outgoing employees reluctant to take up suitable job options. It might also prevent them from improving their skills and expertise for improving their chances of re-employment. This is especially true if the employees have been working with the organization for a considerably long period of time.
Discuss Performance Issues During Exit Interviews
The exit interviews are definitely not the right time to discuss the performance issues of the outgoing employees. Many employees might consider such an activity akin to the management rubbing salt into their fresh wounds. This might lead them to develop a grudge for the company that they remained loyal to till the very end. That is why it is important for a business organization’s career partner in China to ensure that the exit meeting focuses on the positive aspects of employment history of the outgoing employees.
Stay Clear Of Playing The Blame Game
It is only natural for the managers to feel bad about having to follow through on a lay off decision. However, they should make sure that they do not start playing the blame game in order to simply get into the good books of the employees. Rather they should try to make the employees understand the reasons that might have forced the management to take such a grave decision. They should also assure the outgoing employees of all the help and support in finding a suitable job with another organization and be sure to fulfil this promise.
Be Sympathetic But Do Not Show Pity
Laying off employees is often a tough business decision and can upturn the lives of the affected individuals in more than one way. As such it is highly advisable for the employers to adapt a sympathetic approach towards such employees while dealing with them throughout the process and even beyond. However, at no time should their sympathy turn into pity as it is likely to hurt the outgoing employees more than they can imagine.