Human Trauma - and a Negative Corporate Reputation - the consequences of mass layoffs due solely to organizational change. But when an effective Human Resources Leader steps up, driving the layoff process with heart and compassion, the company wins, and each person will know they were treated with DIGNITY and RESPECT.

LEAD WITH HEART.

Organizations nationwide are studying ways to reduce costs, including cutting staff. But when employees who are doing a good job are being fired because of a business decision, it is traumatic for all involved.

Whether you call it rightsizing, layoffs, staff reductions, or downsizing, it is the time to show support to the employees and to preserve the company’s reputation. Make no mistake – a layoff will impact how the public views your company. That’s when HUMAN RESOURCES LEADERSHIP must take the lead to ensure that both the people losing their jobs and those left behind are treated with DIGNITY and RESPECT.

Captain HR has personal experience leading organizations through layoffs.

He knows firsthand the impact on the employees and their families who are told their jobs are gone, the effect on those employees left behind, and the organization’s public reputation.

When handled correctly, a layoff can improve long-term retention; the remaining employees will recognize how the laid-off employees are treated. If the company offers meaningful separation pay, continues paid healthcare coverage, and compensates for unused PTO, etc., it tells the remaining staff that the organization truly values those individuals being exited. They can see that the laid-off employees leave with their dignity and respect intact.

EVERYONE ACROSS THE COMPANY MATTERS.

Being a company known for treating their employees with heart influences the public's perception. In turbulent times like a layoff, the public is watching what is said, how you say it, and whether you keep your promises.

PLANNING A LAYOFF involves weeks of incredibly difficult decision-making. It includes collecting data from performance metrics, tenure, business expectations, and other relevant factors. Human Resources leaders must compile these reports and confidentially discuss the results with executive leadership. It's a complex and time-consuming process, and it deserves its own article.

But that topic is for another time and its own article. This white-paper is about allowing your employees to leave with their dignity and respect intact.