How do you support the remaining employees after an outplacement process?

The worst thing leaders can do is “business as usual” and continue as if nothing happened. There is an actual term “survivors guilt” which is real - I’ve seen it first hand after redundancies at work, and in my many years of outplacement training, have seen the importance of communication , empathy and leadership at this time of adjustment and transition.

Get ahead of the news and create a plan for communicating the message to the surviving employees. Call a "town hall" meeting and start with: "Recently, our company has faced financial challenges, leading to the difficult decision of laying off some of our colleagues. This situation is tough for everyone involved, and I believe in being transparent with you about these changes." Reassure the staff that you appreciate having them on the team. Share with them the resources available (EAP, etc.) should they need to process this experience. And, be understanding if productivity takes a bit of a dive immediately following a public layoff. (Even though survivors were not let go, they saw their friends leave, which can leave a lasting impact.)

Here's the range of emotions an employee feels after being laid off: Embarrassed. Devastated. Shocked. Betrayed. Scared. Angry. Sad. The people that remain feel: Betrayed. Scared. Skeptical. Doubtful. Angry. Guilty. Sad. A lot of the emotions are the same. As someone who helps transition employees, HR teams ALSO need to address the emotions, confusion, and concerns of those that remain. By understand the emotion, you can then craft a communication plan that is thoughtful, honest, and an appropriate amount of hopeful.

As a psychologist and recruiter, I've seen how losing a job deeply impacts professionals. Feelings like guilt, anger, fear, and anxiety are common and can be as important as job market conditions in finding new employment. Outplacement programs are highly effective, helping people secure new jobs faster compared to those without such support. These programs not only speed up reemployment but also provide emotional and strategic help, boosting self-esteem and helping individuals navigate job loss challenges. It's vital for companies to handle layoffs with empathy and offer outplacement support. This approach not only accelerates recovery for individuals but also enhances the company's reputation as socially responsible.

Transparency is the key to maintaining trust and morale. Devise a "move forward" plan. Share a clear plan of action for the future that includes new team structures, roles, and goals. It's also important to emphasize opportunities for growth and development for the remaining employees. This can include new projects, upskilling programs, or potential career development paths. Lastly, increase the frequency and transparency of company-wide communications. Regular updates from leadership about company health and future plans can help alleviate uncertainties.

The next step is to make sure your employees know exactly what's expected of them and where they stand in the company. Keep communication clear and frequent, explaining how any changes affect their job and career growth. Provide them with the tools and training they need to handle their tasks and overcome challenges. Set achievable goals, monitor their progress, and offer feedback and coaching to help them improve. Celebrate their successes to keep morale high and motivate them to keep growing.

For those remaining and assuming additional work, its an opportunity for the organization to assess the necessities of the job and remove redundant and non-value added work from the employees portfolio. Engaging the employee is this process signals that the organization values their opinion and gives credit to the employee who has found ways for the organization to be more efficient. It can be a positive step forward for all involved.

É crucial oferecer clareza e orientação aos colaboradores, delineando seus papéis e expectativas. Com uma comunicação transparente, recursos adequados e metas realistas, podemos capacitá-los a alcançar seus objetivos profissionais e celebrar suas conquistas ao longo do caminho.

Recognizing the emotional state in which the remaining employees are left is key. Many are experiencing a grieving process because lifelong colleagues had to leave and that departure undoubtedly leaves a significant sense of emptiness in the teams. It is natural, therefore, to face some resistance to the changes that are coming, since emotions are already compromised. For this reason, validating how they feel, what they need and accompanying them in this moment of transition due to the impact of these changes, is usually very relevant to increase morale and make employees feel cared for in this process.

Quando fui demitida, senti o chão se abrir, mas logo entendi que a chave para novas oportunidades estava na busca por qualificação. Investir no aprendizado contínuo foi fundamental para me preparar para um novo capítulo profissional. Por isso, incentivo a todos os recém demitidos a nunca desistirem de aprender e crescer.

If you want your high performers to stay - especially those that remain post-layoff - you need to show you are invested in their future. Be clear on: → Promotion tracks → Leadership Development programming → Opportunities to expand responsibility and pay → How you appreciate them and where they bring value to the org

It's important to take proactive action to support staff during workforce changes so further good talent isn't lost. Outplacement companies aren't just for the people leaving the business. They also specialise in helping organisations to support and reengage the people remaining. In my experience, focusing on the career development and nurturing of those remaining staff is invaluable to retention.

Your outplacement provider should be able to provide not only services to those that are leaving your organization, but for those that remain behind. This could include: → 1:1 Coaching → Leadership Crisis Training → Office Hours with a Career Coach Ask your outplacement provider how they can support your employees on both ends.

"Quando passei pelo processo de outplacement, percebi o peso emocional que carregava. Foi essencial buscar ajuda profissional para lidar com o estresse e a ansiedade, permitindo-me seguir em frente com mais equilíbrio e serenidade. é isso que recomento para os meus cliente hoje!

Invest in employee well-being: Implement a wellness program that addresses both physical and mental health. Demonstrating the company's commitment to employee support can help alleviate stress.