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I've had to have the talk with some employees--we are looking at a lot of cutbacks in June. Fortunately, we can keep people on part time (60%), for the most part.

I went ahead and talked to my directs that will be affected today, since it's pretty much a done deal in terms of the decisions, and I felt like it would be better for them to know it's coming early, rather than wait and spring it on them when it would actually happen.

What is the best way to follow up on this painful discussion?

I sent an email an hour later reminding the affected directs that this wasn't about their performance, but simply a budget issue, and telling them I would try to be their advocate in terms of dealing with HR and preserving their benefits.

What advice do people have for me over the next few weeks?

I suspect that this is happening all over, and wanted to find out what other helpful info I could gather.

jhack's picture

 Bug Girl,

You've listened to the "Compassionate Layoffs" podcasts, presumably...and the "boomerangs" podcast....

 

One on ones can be very helpful here.  You can provide details about benefits and other HR stuff, find out what they're thinking and feeling, and do some career coaching.  Help them with networking, resume maintenance, and longer term career planning.  

In a sense, it's three things: administrative help, treating them as people, and supporting them in their career transition.  

John

Mark's picture
Admin Role Badge

Bug Girl-

It's complete coincidence, but we have a cast coming out this weekend about Layoff Communications and confidentiality.

It seems to me it's possible that you've shared with your folks the possibility of a layoff...are you sure you were authorized to do so? 

Mark

bug_girl's picture

I am required to give staff 45 days notice before a layoff, so it has to be done in advance.  Also, my boss was informed, and agreed it was ok.

I think a huge issue for us will be managing the perception of the layoffs in the community, since we are a non-profit.  We rely very heavily on donations.  I worry that "those #@$! laid off my friend!" will snowball,

Part of the problem is that nearly every single person has a different funding source for their salary, so it creates the perception of "unfairness" because some people will go, and some will stay. 

It's totally dependent on how I pay for them, and from what fund/grant/source.  Our endowments are not able to pay out without drawing from principle--given that some of them are >70years old, we didn't expect that.

 

Also, once again I'm finding out there is a podcast I've missed! (compassionate layoffs).  I am really having trouble finding things on the site :(

johnm's picture

 People that are informed that they will be released, will be mad at us, will be mad at the company, will be mad at the process. They will get depressed. They will feel worthless. This is part of the process, unfortunately. I tell them that if they feel this way, that it is part of the process and it will pass, but these are normal responses. It is easiest when personnel hare released based upon seniority in the company. The newest go first. The affected personnel can see that it is not them directly. It is more difficult when it is due to performance. I try to share with them the feelings that I had when I was downsized, earlier in my carrier, and say that there will get past it, and that I will suport then in what ever way that I can. I also recomend that they get the Manager Tools Interview series. This is not a plug, but I see it as a very good support tool to show them that I do care for their future.