Cool Employee Engagement After Layoffs

Keeping Remaining Employees Engaged After a Layoff Every employee is affected by layoffs in their department even the employees who remain.

Employee engagement after layoffs. Recent Watson Wyatt research shows that 39 of a sample of US companies have already undertaken some employee layoffs and. What is even more demoralizing for employees is watching co-workers get the proverbial axe month after month while being completely in the dark about why when or what they can do about it. People form deep attachments to their coworkers their work groups their companies their organizational structures and systems their personal responsibilities and their ways of accomplishing work.

But most layoffs are sufficiently mismanaged to. Preventative practices like the introduction of social distancing and remote working and survival tactics such as furloughing temporary salary reduction and even layoffs have increased uncertainty and anxiety for staff leading to growing frustration and lower levels of motivation and engagement. This paper offers some steps managers can take with remaining employees after layoffs have occurred.

Of course layoffs are a tremendous drain on emotional energy and engagement. A leading cause of employee burnout is unmanageable workload. When it comes to layoff communication you must be open honest and willing to help everyone involved.

The employees who remain need as much security reassurance and investment in employee engagement as possible. Thus ownership of the changes is more difficult to create. What to Say to Employees After a Layoff.

And unfortunately due to layoffs and redundancies in both the US and the UK many employees have been asked to shoulder the work that was previously done by their peers in addition to their own regular tasks. At the time of layoffs Once layoff notifications are complete its a good idea for you to meet with the retained. Leaders need to focus on what happens after the layoffs.

Economic volatility is taking its toll on many organizations. Whether that is providing outplacement services to those being let go or helping the retained staff members cope it falls on you and your management team to navigate these troubled waters. Such a workplace teems with rumors and speculations.