Dive Brief:
- For the most part, employees in the U.S. are not concerned about layoffs, but they have clear views on how layoffs should be conducted, a survey conducted last month by Eagle Hill Consulting revealed.
- More than 8 in 10 employees of the nearly 1,400 surveyed said layoffs via emails are wrong. Instead, 72% said they prefer an in-person meeting.
- “Taking the time to carefully plan and deliver layoff notifications is an important investment,” said Melissa Jezior, Eagle Hill’s present and CEO. “Over the long term, employers that fail to lay off workers with dignity will develop a reputation as disrespectful to its workforce. And that will eventually harm a company’s brand, reputation, ability to attract workers, and the bottom line, Jezior said.
Dive Insight:
Amid the uncertainties of a fluctuating job market and possible recession, one sentiment remains constant among talent experts: Treating employees with respect during a layoff benefits employers in the long run. More than half of the workers who responded to a recent ZipRecruiter survey said they would return to a company that laid them off if given the chance, due in part to how the company behaved during the layoffs.
Close to 60% of the workers surveyed said they were told about layoffs in person, although 16% said it was in a group setting. Of the 42% who were told virtually, a quarter were informed by phone or by email.
For HR professionals, the process often is stressful, experts previously told HR Dive. It’s a difficult and sensitive topic, but there are tips HR pros can use to help workers facing layoffs.
First, HR leaders should be transparent, they recommended. There can’t be any deception or sugar-coating when it comes to decisions that affect people’s lives, the experts said. Instead, employees should understand why layoffs are happening and how the move will affect them. This allows the employees to leave the business in the most positive way, the experts explained.
Also, by engaging in a conversation with employees and treating them with dignity and empathy, HR leaders can demonstrate that they value their workers. In turn, laid off employees may still feel they’ve been treated fairly. In addition, HR pros can help laid off employees by tapping into their networks to notify colleagues in other organizations of potential candidates.
HR leaders should also be mindful of the employees who are not laid off. Transparency is just as important with them and will create resilience, the experts added.
Their well-being may also be an issue. Although employees report feeling confident about their jobs, whether because of a layoff or the lingering effects of the Great Resignation, burnout could be a problem for workers responsible for carrying a former co-worker’s workload. More than half of the employees who responded to a recent Monster survey reported feeling burnt out; 72% said they have been asked to work additional hours. To address that burnout, employees have expressed a desire for options like more flexibility, a four-day work week or simply a reduced workload.
