How To Help Employees Recover After Their Colleagues Are Laid Off
It’s been a rough couple of years for employees’ sense of job security, with more layoffs occurring at the outset of 2023 and 2024 than any other year since 2009.
We’ve discussed plenty of times before the right ways and wrong ways to communicate to employees who are let go, but what about the people who don’t get their pink slips and instead have to continue on their roles?
In any layoff, people will remain behind to carry on both the workload — often taking on their departed colleagues’ tasks — and uphold organizational culture. With the right strategies and tactics in place, communicators can work with these employees and leadership to not only provide reassurance but to help culture thrive.
Creating a baseline with empathy and understanding
Even if they’re not the ones losing their jobs, employees who remain after a layoff still might have a tough time with the process. They’re losing trusted colleagues, members of their teams, chains of command and familiar faces at work. That’s enough to throw anyone’s workflow off.
According to communications consultant Chris Pinto, communicators need to figure out the right balance within their role — one that has dual allegiances, to both the needs of the larger organization and those of employees.
From CommPRO:
In the wake of recent layoffs, communicators face a unique challenge: how to support and engage employees who remain. This article is essential reading for every communicator, offering vital insights into navigating this difficult terrain.
While much focus is placed on communicating with those who are let go, the employees who stay behind also need attention and reassurance. They are often left to pick up the slack, manage the emotional toll of losing colleagues, and maintain the organizational culture. Effective communication strategies can make a significant difference in ensuring these employees feel valued and supported.
Chris Pinto emphasizes the dual role of communicators, acting as the bridge between employees and leadership. Understanding and addressing the concerns of remaining employees is crucial. Pinto's advice on empathetic communication can help in crafting messages that resonate and maintain trust within the organization.
Dr. Kerry O’Grady underscores the importance of leadership behavior. Employees look to their leaders for guidance and stability. Leaders must model the behavior they expect and communicate with authenticity and sensitivity.
This article also highlights the need for collaboration between HR and communications teams. Together, they can create a supportive environment through clear, empathetic messaging and open forums for discussion.
Communicators, by reading this article, will gain practical strategies to help their organizations not only survive layoffs but emerge stronger. It’s a blueprint for maintaining morale, trust, and a positive culture during challenging times.
