While no one likes layoffs (either being laid off or having to lay off staff) there's another unfortunate side to the regrettable event - remaining staff might become poor workers. Some might worry about the company's health; some might feel that there is a bull's-eye on their backs; and some might resent the way co-workers were dismissed. Regardless, the result can be unmotivated staff who may not give their all.
Manage your survivors
Managing those who made it through downsizing is best done in two parts - communicating openly and honestly before layoffs occur, and then being sensitive to their needs afterwards.
"There's a `pre' and a `post,'" explains Scott Gunderson, professor and co-chair of business at Dakota County Technical College. "What happened before the layoffs matters."
"It's important for managers to have team meetings very soon after layoffs have occurred, not merely to justify what has taken place, but also to set goals, clarify roles and, most of all, genuinely listen to concerns," adds Jennifer Carlson, division director of Robert Half Management Resources.
Communication is imperative
"Honest, open communication is critical," says Carlson. "It's important that managers keep in mind that what they don't say to employees can be as disconcerting and worrisome as what they do say."
Fewer workers, same work
