Effective strategy to smoothen the layoff process

Karun Kaura 

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The Human Resources manager of every organisation is entrusted with many important responsibilities related to the organisation. While you may be entrusted with the recruitment process and training, you will also be asked to perform the painful task of downsizing and laying off employees.

While the entire concept of laying off employees is based on the employee performance and growth of an organisation, the process itself can prove to be slightly daunting.

Laying off employees who have contributed a significant time of their lives to the company is indeed a complicated task for an HR manager. It is entirely not possible to just leave them hanging with no remorse and consolation.

Here’s where the expertise of HR manager needs to be at its zenith. Every action needs a well thought out plan highlighting the steps and critical elements. The plan, not only should focus on the exit of employees but should develop a strategy for possible future recruitment.

A company can go into workforce shortage if it sacks a random number of people without any previous assessment and planning. It also needs to develop a database of employees by their skills as required by the organisation which will help the management make an informed decision.

Downsizing is a complicated matter which needs one major preparation; the answer to the question ‘why?’.

Employees will definitely demand a justification for them being sacked. They will ponder over their contributions and achievements in order to understand the reason behind the layoff. So, it comes down to the HR managers to address this reason as smoothly as they can.

Pointing out the Coronavirus pandemic right now, many employees of reputed organisations have been asked to submit resignation within a deadline.This type of action leaves the employees on a bitter note because no matter what, a certain attachment to the organisation forms while you have been working for so many years. And just anunofficial request asking them to resign is not a proper way to go.

Especially in these trying times, amidst a pandemic, the management must be careful with the process and proceed to address this issue with a bit more care.

Beginning and ending with a kind note is a crucial approach in downsizing. The conversation around downsizing is itself a difficult one. HR department needs to maintain a calm, empathetic voice while explaining the employees why the decision had to be taken. To an employee having no previous intimation of the same, the news might hit like a bullet. The conversation needs to be proceeded with utmost care and with clarity.

The scenario after a layoff is pretty tense, where the employee is without employment and the organisation workforce reduced.

The management needs to provide outplacement assistance for the fired employees. It is understandable that the organisation had to take the decision due to some valid reasons but then again, a good organisation is known for its treatment to their employees, current and former.

Maintaining good relations with former employee keeps the opportunities for employment open for future.

Downsizing in an organisation leads to blaming and pointing fingers, which is something that should be avoided. The management should work as a team to discuss the reasons why the employee was laid off.

A lack of proper consensus within the management marks the inability of the organisation to work together as a team.

While the laying off process is concluded, the next role of the HR is to identify employees for the transitional period.

Here, while the company has successfully completed downsizing, it is now short of people working for the organisation which may result in a considerably low performance.

Keeping all these points in mind, the HR department needs to plan out a structure which will ensure a smooth downsizing process. After all, a little preparation can never harm.

— The writer is CMD Kaya Spirits.