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The Employee Lay Off How-To Guide
No manager likes to lay off an employee. Here are some tips to make the process as smooth as possible.
Robert Sutton wrote a great book called, “The No Asshole Rule.” In this book, he outlined some simple guidelines for laying off an employee. These guidelines include predictability, understanding, empowerment and compassion. It’s important to note that Sutton asks us to follow these rules not only for the sake of the soon-to-be laid-off employee, but for the rest of the staff as well. Remember, when a business goes into layoff mode, it's an emotional time for the entire staff.
- Predictability:
Sutton asks us to warn the staff that layoffs may happen as soon as the managers begin comtemplating these unfortunate business decisions. He’s not suggesting a meeting where managers warn everyone that they might be laid off, but a simple statement outlining the business environment for the next few months or years. Employees can read between the lines and understand the implication without harsh threats.
- Understanding:
When the conversation has to happen, it’s important for the manager to be able to provide a reason for the layoff. Employees don't want to sense that their name was pulled out of a hat at random. Frame the reason appropriately and give them a bona fide reason. “We looked at the staff and decided that tenure was the best way to determine who should be laid off.” “When reviewing the productivity of each person in your department, we noticed that your numbers were not as strong as the others in that section.” It’s inappropriate to say, “Hey, business is down so I decided I had to just let you go.” That leaves the former employee with more questions.
- Empowerment:
Give employees some control over their exit. Offer them a package with some extended healthcare coverage or a buy-out. If possible or applicable, give them a letter of recommendation. At the very least, you want former employees to understand that they have healthcare coverage through COBRA (if you offer healthcare insurance) and that unemployment benefits are available if necessary.
- Compassion:
For a manager to show compassion during a layoff doesn't mean a box of tissue on the table and an hour long meeting that sounds like a sensitivity seminar. It means remaining professional, direct and honest. Don’t drag out a painful conversation with a lot of excuses. Give former employees real reasons, an opportunity to speak their mind, and a list of things that the business will still offer at least temporarily (healthcare coverage, etc.).
No amount of rules or training can make the layoff process easy for managers, but it’s important to know that the remaining staff will remember how any layoffs have been handled. Former employees talk to current employees. And if they were dealt with harshly or lost their jobs for no real reason, the rumor mill goes to work. If you follow these steps above, the impact to your staff should be minimal.
Sincerely,
Jeff Rackler, CEO
KRESS Employment Screening
jrackler@kressinc.com |
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KRESS is Doing its Part During these Tough Times
KRESS Employment Screening believes that American business owners and managers know how to grow the economy and manage their businesses -- better than anyone else in the world. Just as there is risk in making a decision to grow a business, there is also the risk of not making the decision. The Ultimate Buy-Back Program is a KRESS Employment Screening incentive for taking the risk and for backing up good business management and strong managers determined to move forward.
If you run a background check on any person through KRESS and have to lay-off that person within twelve months of the
initial background check, we will credit the entire amount of the background check back to your organization.
Learn more about this program. |
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With Immigration and Customs Enforcement (ICE) Poised to Be Even More Aggressive in 2009, What’s Your Strategy?
Last year, the media was flooded with moving images of workplace raids by Immigration and Customs Enforcement. It’s not only large-scale manufacturing or food-processing facilities being targeted. Now smaller employers such as restaurants, airports, construction sites, courthouses and even city halls are on ICE’s radar. As public statements by ICE officials and the agency's higher budget projections point to increased surprise raids, businesses nationwide are getting ready.
In 2008, federal immigration agents were estimated to have raided more than 1,000 workplaces nationwide. As a result, more than 6,000 people were arrested (a 30% increase over 2007 numbers), most of whom were working in the United States without authorization.
What has caught the attention of employers nationwide is that ICE also criminally charged 135 "business owners, managers, supervisors, or human resources employees" for crimes such as harboring illegal aliens, complicity with identity fraud, and falsifying I-9 forms, according to HRE Online.
Learn more now.
Employers are encouraged to first conduct a comprehensive risk assessment. More importantly, each employer should develop a personalized Social Security Number verification strategy. KRESS Employment Screening has greatly expanded its verification services and now offers three tools for employers to verify candidates and employees.
Call KRESS today at 888.636.3693 to get started.
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