For those who have been out of work for some […]
After staff cuts, many employers do their best to take care of those who have been made redundant. This may entail organising outplacement support for them to assist with future employment. While investing your efforts in helping your ex-employees move on is worthwhile, many forget to consider the impact on those employees who have ‘survived’ a redundancy. Practicing effective change management during a layoff is about more than helping your ex-employees to move forward. It also bolsters the morale and productivity of those who remain. Here’s how you can ensure that the employees you retain are well equipped for your firm’s future.
It is highly likely that your employees will be left feeling unsure about their future within the company. It's always worthwhile having line managers reassure them that you appreciate the work that they do. Make sure they know that they are valued members of the firm. Often after a layoff, remaining employees can lack trust in their employers. It's worth explaining your reasons for choosing which employees you made redundant and why those remaining were too important to let go. The employees you have kept on are not victims. Do your best to encourage them to feel excited about their expanding careers. This will help them see the positive impact the layoffs will have on both the company and them. Be sensitive whilst doing this, praising those remaining rather than criticising those who left.
Surviving employees can often feel a little overwhelmed. If they have taken on extra responsibilities, they can often fret over whether they are experienced enough to do the job well. It is up to their employer to encourage and motivate them. you need to build on their self-esteem, reassuring them they are able and are the right person for the job. Organise further training for them and provide them with the resources and support they need to grow in confidence. Your aim must be to help them feel they have the capacity to contribute to the company. Even within the changed work environment.
Many of the people you have had to let go will be close with the employees that remain. You must consider how they feel now that their friends and colleagues are no longer with them. Recognise they are experiencing a loss. Your remaining employees might well understand that the changes are good for the company but that’s not to say they will not find it difficult to move on without former colleagues. Allow your employees the time and space they need to deal with their anger and sadness and ensure they know they can always approach you if they need someone to talk to.
While it is important to give them as much time as they need to get used to the changes, it is also a good idea to set them achievable goals that your remaining employees can aim for. This will help to keep them focused and work as a useful distraction. Making sure the goals are achievable will work to boost morale and help them to feel more than capable of doing their job well, providing you with the opportunity to praise them and make them feel valued. It will also help you to begin to get your business back on track, slowly but surely.
Having to make members of your staff redundant is difficult for all parties involved, but as a responsible employer, you’ll be able to ensure that everyone is able to handle the change well. While employing the help of an outplacement provider will provide support for your ex-employees, it’s vital to consider what you can do to manage the effects of change with remaining staff members too. If you would like further information or guidance, contact the team at Renovo today.
Renovo is one of the UK’s leading providers of outplacement and career transition support. We work with both organisations and individuals to support all their career transition requirements. If you would like to understand how Renovo can help you please call 0800 612 2011 or email email@example.com