Learn how to effectively and appropriately structure layoff notification conversations and communicate and lead effectively through a reduction in workforce and beyond.
A reduction in workforce (RIF) is definitely not something that any manager, business owner, or HR professional wants to have to face, but the fact is that such situations do sometimes occur.
The manner in which layoff notifications are handled will have a direct impact on the entire organization, including both the people who learn that their positions no longer exist and the individuals who will be staying with your organization – the layoff survivors – as the company moves forward. This is why it’s critical to provide training for everyone who will be involved in the notification process.
Executives, managers, supervisors, HR professionals and others who will be involved in notifying affected workers must be trained on how these types of conversations should be structured, as well as best practices for communicating with affected workers effectively in this difficult situation.
They – and the other members of your leadership team – must also be trained on what to expect following notifications. They need to be prepared for the impact downsizing will have on layoff survivors so they’ll know what to expect and be able to communicate and lead effectively in this situation – both immediately following RIF notifications and beyond.
- How to effectively and appropriately structure layoff notification conversations.
- How a reduction in workforce will impact worker who are staying with the company (the layoff survivors)
- How to communicate and lead effectively through a reduction in workforce and beyond
- Keys to effective leadership leading up to, during and following layoff notifications
- Timing, content and delivery considerations for effective and respectful layoff notification conversations
- Example “best practice” notification conversation
- What to expect in terms of responses, questions and reactions from affected workers
- Managerial considerations regarding layoff survivor emotions, morale, productivity and team structure
- Taking care of yourself during what is sure to be a turbulent time in the organization
- HR professionals
- Talent management professionals
- Outplacement professionals
- Risk management professionals
- Organizational Development (OD) professionals
- Business owners