David just came in and asked, “What are you doing?”
“Writing an article about unexpected layoffs. Here’s what I have so far (showing him the title and a blank screen).”
That’s when I realized I needed a nap.
There are no easy answers right now. The best we can do is try.
How to Show Up Human During This Unexpected Layoff
I’ve written about recovering from a downsizing before. Sadly, I’m a bit of a reluctant expert having managed more RIFs than I care to count – both as an HR professional organizing the plan and a manager being told to downsize my team.
Leading through a layoff is one of the most difficult things you’ll ever do as a leader.
And this is way harder.
No one saw this coming. Performance has nothing to do with it. The humans you are laying off are in the midst of one of the most stressful times in their lives. So are you. Each person’s story is heart-wrenching.
You can’t communicate in person. The economy is in a tailspin—you know it will not be easy for them to find something else in the midst of this madness.
And yet, based on what I’m hearing, a lot of managers are screwing this up—choosing to show up detached and matter of fact, “after all this isn’t personal.”
And so I humbly offer the best advice I have for this challenging time.
1. Banish the word non-essential.
I get it. The Governor made a distinction for public safety. But NO ONE wants to hear that the job they’ve been pouring their heart and soul into isn’t vital.
“Are you freaking kidding me? If my job was non-essential why did I work all those nights and weekends, including taking all those emergency calls from my boss in the middle of dinner? Even if they asked me to come back, I’m not sure I would.”
2. Turn on the camera and look them in the eye.
Yes, it’s uncomfortable. It’s crazy to have to tell someone they don’t have a job remotely. But, PLEASE don’t hide behind an email.
“I had just gotten our whole team used to this idea of working from home, and we had established a new routine, and then bam … we all got the exact same email telling us we had no job. Seriously, they couldn’t bother to tell us personally? You would think they would care about us more than that!”
3. Help them process their feelings.
“It’s not personal,” is about the worst thing you can say. Of course, this is personal. Losing your job is stressful under any circumstance. But it’s likely that this news is on top of some other traumatic stress they’re dealing with. Go slow. Be a listener. Help them to process what’s happening.
4. Be a resource.
Endorse them on Linkedin. Help them clean up their profile. Leverage your network to help them find a job. “But what if they find something else, and I lose the opportunity to bring them back?” Then you will find someone else and know that you did the right thing.
5. Keep the door open.
Don’t make promises. But if you’d love to bring them back, don’t be afraid to tell them. People need to know how much you value them. Humans want to be needed. Be human.
6. Streamline the work for everyone else.
It’s unlikely that you “just cut the fat.” Figure out how to support your stressed and overwhelmed team that remains. Ask them for their best ideas on how to streamline the work and to serve your customers during this challenging time.
7. Find the support you need.
This is not your fault. You know that intellectually, but that doesn’t make it any easier. Acknowledge your emotions. Cry if it helps. You are human, trying to lead the best you can in the middle of one of the most stressful moments in your life. Find people who care about you and ask for help.
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