Q: We are going through restructuring and have to let some jobs go. Many managers hate having to tell their employees. How can we help lighten the load?
A: Don’t let it be a nasty shock or a long drawn-out process. Keeping it short, simple and sensitive is the best way! Many organisations tend to inform staff that they MAY be facing redundancy or that their job is at risk, but not give any further information. Not knowing is the worst human condition for manufacturing stress in the workplace.
On the other hand, keeping staff informed of developments and telling them the facts is better than pretending everything is okay. Employees who are led to believe that all is rosy in the workplace and are then informed they have lost their jobs are likely to be bitter and annoyed – they will feel misled.
Try to follow these guidelines:
- Keep all staff informed of the performance of the company by regular e-mail bulletins and/or talks from the Board.
- Once restructuring has been agreed, work out quickly which jobs have to go and which remain. Let those leaving the company have “garden leave” or give them paid notice. Asking staff to stay on their position for several weeks/months is likely to be counter-productive, engendering resentment and ill-feeling. Staff will become demotivated and possibly “bad-mouth” the company. Other employees are likely to suffer from “survivors’ syndrome” and will feel guilty about staying on when others are leaving. Reassuring those who are staying is also important, as they may be wondering about the safety of their own positions.
- Speak to each employee individually and keep the exit interview brief. They are likely to be shocked, even if they are expecting it, so do not give them too much verbal information because they will not take it all in. Ensure that they are aware that their contribution has been valued and that they haven’t done anything wrong. Let them know that they will be helped and give them written details of outplacement services. (WorkScales produces an information sheet for you to hand to your employee, explaining just what outplacement is and how it will benefit them).
- You could also have a redundancy counsellor close by whom the employee can see immediately after the exit interview. This is a good way of allowing employees to express their emotions – a lot of managers find it very hard to deal with this.
- Do give employees a chance to say goodbye to colleagues and let them know they are leaving. Do not ask Security to escort them out of the building as if they are criminals!