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Lindsay Witcher speaks about the three things managers should know and prepare themselves while communicating a layoff to the employee.
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©2015 RiseSmart, Inc. 1
3 THINGS MANAGERS SHOULD KNOW
BEFORE LAYING SOMEONE OFF Submitted by Kaila Prins
There are three important things to think about as a manager before you have to let someone go
from your organization. It’s a very difficult thing to have to deliver that message of, “You’re no longer
part of this company.” But as a manager, you can prepare effectively by thinking about these three
key things.
The first is to expect emotional reactions. This is a very difficult message for the employee to hear. It’s
never an easy situation. As a manager, you should assume that you’re going to experience emotional
reactions from your people. As a manager, what you can do to prepare for that is to think about each
of your individual employees and how they’ve reacted to emotional situations in the past. You can
then assume that they may act similarly in this emotional situation. Now that being said, we never
know what’s going to happen when it comes to delivering that kind of message. Someone can react
totally differently than you expect. If you take the time to think about each of those employees and
how they might react, you will feel more prepared going into those conversations.
The second thing to think about is knowing the right phrases to say. When it comes to delivering this
message there are things that will help make the message go through smoothly and things that will
hinder that process. One of the best phrases that you can say throughout the message is, “I know this
is difficult news to hear.” Saying that conveys a sense of empathy, a sense of understanding, but it
doesn’t commiserate with the employee or go down a negative train of thought. If you say something
like, “You have every right to feel how you do, I totally understand, I would be upset too.” That can
©2015 RiseSmart, Inc. 2
tend to bring the conversation down a negative path which you want to avoid. By saying something
such as, “I know this is difficult news to hear,” you’re keeping things focused. You’re conveying
empathy to the employee, but you’re not going down sort of these alternative paths which aren’t
going to help the conversation be effective.
The third thing that you want to think about is training your managers. We assume that HR
professionals and managers know how to handle these conversations, but the fact of the matter is
many have not done this before in their career. This may be the first time that they’re going about
doing this. As leaders within your organization, it’s important to provide the proper training to them
so that they can go into these conversations with confidence and know that they know exactly how to
handle it, how to handle anything that might come up, and how to move forward from it from there.
So training is a critical process when it comes to an effective notification event and moving on from
that event in the future.
Watch the video
About RiseSmart RiseSmart, a Randstad company, is a leading provider of contemporary career transition services that
strengthen employer brands, improve retention and re-engage talent. RiseSmart's contemporary approach to
outplacement combines personalized services from trained professionals with unmatched technology
delivered through a convenient, cloud-based platform.
For more information about how enterprise career management can help you, visit
http://www.risesmart.com.