What's the best way to deal with layoffs? We are letting go 10% of our workforce and many are great people, friends and the like. How do I stay objective and removed when delivering the dreaded "pink slip"??
This is a very complex question and you definitely should plan EVERYTHING and consult your employment attorney. You need to make sure your selections have not caused discriminatory adverse impact to protected groups of employees and that you comply with all state and federal regulations. These mistakes can happen inadvertently but that will not excuse you from the requirements. As far as giving notice to employees, it is always difficult. I actually write out a script for myself, managers and anyone who is delivering the news to affected employees. You should NOT read it word-for-word, but use it to practice. I then make notes from it and take it with me to make sure I cover all topics. It can be easy to get distracted, so this helps make sure I cover everything. Make the actual notification meeting short and to the point. Anticipate the basic questions and offer the answers during the meeting. Don't overwhelm the employee. If they are emotional, you can cover the details at a later time or date when they can focus on those details. Hope this helps...
Posted anonymously on May 11, 2010 - 0 Votes - Flag this post
Do you think it's wise to have a lawyer present during these meetings? Who else?
Posted anonymously on May 13, 2010 - 0 Votes - Flag this post
Based on what I have read above and my own experience letting people go, you don't need a lawyer present, but you should consult with one regarding your decisions of who you are laying off and your communication plan. Good luck...be honest and thoughtful.
Posted anonymously on May 18, 2010 - 0 Votes - Flag this post