Hey Recruiter, question the wisdom of Monk

Sign Up

Have an account?

Sign In

Don't have account,

Forgot Password

Lost your password? Please enter your email address. You will receive a link and will create a new password via email.

Have an account?

Sorry, you do not have a permission to add a question, You must login to ask question.

Need An Account,

Sorry, you do not have a permission to add a post.

Need An Account,
Ask A Question
Home / Questions / Q 2735
Next
Get Weekly top Q&As to your inboxSignUp
  • 0
Asked: In:

How to handle lay-off’s as an HR Professional

  • 0

We all know that things are getting worse day by day due to COVID-19 Pandemic and companies have already started taking calls on their lay-off. As an HR Professional, how do we handle this situation? What kind of pointers do we need to emphasize during the call with the employee? How do we let them know the rationale behind the decision? Suggest some articles/videos/pointers that would be helpful to take a tough call with the employee and help them not breakdown totally.

layoffrecession
Share

    2 Answers

    1. Linish Theodore

      View Profile

      Communicating bad news is never easy. And it doesn’t get any easier if you are HR handing out the pink slip for no fault of the employee during this pandemic.

      Few things that help in such scenarios (in no particular order):

      1. Be honest and transparent: Helping the employee understand why this decision is taken is the first step. With the base of the conversation built on honesty, even though the news is bitter, the employee will understand the reason for such a decision (eventually), even though they may not like it.
      2. Highlight the good times of the employees tenure: As a HR, you are representing the organisation. Show the company’s appreciation of the good work done in the past by touching upon such events. Try and make the employee smile.
      3. Clarity of the next steps: Be clear in communicating what happens after this conversation. Be sure to touch upon aspects of exit formalities, full and final settlement and exit documents handover. Leave no room for ambiguity.
      4. Emotional Intelligence: It won’t be easy for anyone to accept such news, even more so during a pandemic, when they are loosing their jobs for no fault of their own. Be prepared for employees to act out aggressively and emotionally. Hear them out, do not interrupt them, because that would only aggravate them further.
      5. Offer assistance at a personal level: HR’s are usually well connected professionals. You could go the extra mile and connect the employee with your network. This act of goodwill can go a long way in ensuring that your conversation doesn’t end on a bitter note.

      A combination of the above points should help you get through the conversation. But most importantly, you have to display empathy as a human to convey that you understand that this is a hard time for them.

      In case the employee acts out aggressively or emotionally, that doesn’t make you a terrible person or that you have done a bad job.

      • 0

    2. Paromita Bannerjee

      View Profile

      I usually go with a split personality in such situations. Try to minimize layoffs as a first step, next understanding the business needs to go ahead with the Management’s decision to part with few resources. That is the call of the chair. On top of everything be prepared people are going to hate you and not the management or company for this. Have patience, understand it from their perspective.

      At the personal level, HRs are usually most connected so try helping people to find their next job, even try helping them to write best resumes. Bring out the best counselor in you and keep people motivated. Never take out any personal grudges during such situations.

      • 0

    You must login to answer this question.

    Home
    Members
    Contact Us