The task of letting people who have worked with you and for you for a long time is the most challenging task one can be entrusted with. However, in every company’s lifetime there is always a time that demand lay-offs. This can be either due to financial struggles or the irrelevance of such workers as well as such workers not being productive anymore. The process of laying off employees is defined to enable the firm to proceed with business after the whole ordeal. The first step in the layoff plan is to train the person entrusted with the lay-off. This training makes sure that the process is done correctly and it also prepares the person responsible to face the reaction of the affected employees. (Wynn, P. (2004)) The second step is preparedness. Employees will definitely ask questions and it is important that the person-in-charge be prepared. Such questions mainly concern the finances, insurance policies and the reason for layoff. The other very important step is communication. This communication is to both the retained and the laid-off employees. It is very essential that one is very direct to the point. It is critical that the people involved know the truth. (Martins, A. (2012)) Those that are retained should receive communication with precision to ensure that their morale is not affected adversely.
During the layoff process, the following steps are to be followed to ensure that the process is successful and the after-effect is good. One is, communicate in person. (Feldman, D. C. (1994)) Such communication shows that you are concerned and that the lay-off is not out of malice. Give genuine reasons even if the reasons are the incompetence of the employee. Then provide help if it is possible. Such help especially is alternative employment. However, do not make promises that you will not fulfill. Then make sure that the lay-off is done in a very short time because it affects even the retained employees. The final step is addressing the retained employees to make sure their morale is lifted and the after-effect is controlled. ( Noer, D. M. (2009))
Greetings. It is with regret that I inform you that this firm has for a long time enjoyed your services and has greatly appreciated your effort but the time has come that we part ways. You are well aware that your department has evolved greatly and the firm does not find it viable anymore to have too many hands on deck. I wish you all the best in the future. Thank you for your tireless effort towards the success of this firm.
Cascio, W. F., & Wynn, P. (2004). Managing a downsizing process. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 43(4), 425-436.
Feldman, D. C. (1994). Better practices in managing layoffs. Human Resource Management, 33(2), 239-260.
Martins, A. (2012). Restructuring, layoffs, and litigation: form and substance in reporting operating income. Journal of Human Resource Costing & Accounting, 16(1), 50-67.
Noer, D. M. (2009). Healing the wounds: Overcoming the trauma of layoffs and revitalizing downsized organizations. John Wiley and Sons.