Botched layoff announcements like viral Zoom fires come with PR and cultural consequences, leading employers to seek kinder, less traumatic ways to fire employees. Simple best practices include in-person meetings with managers, not HR, and thoughtful explanation of the business context. Advanced notice and retention bonuses help, when feasible.
Supporting survivors is also key. Workloads must be monitored and expectations reset post-layoffs to avoid burnout. Morale drops when bosses imply remaining staff are "lucky" to still have jobs. Care for those laid off shows their value. Offboarding services like coaching and job matching can make the experience positive. This builds goodwill with departing and staying staff.
Trauma-free layoffs take deliberate effort but pay dividends in public reputation and workplace culture. Companies must move beyond treating workers as line items to cut. Investing in those impacted, both outgoing and remaining, makes layoffs less risky and reduces resentment. The more humanely done, the less lasting damage to business performance.
Comentarios