Tag Employee

Employee layoffs can and should be a difficult task for an organization. You may have to let employees go that may have worked for the company for years. The decision to lay off workers should never be made lightly. While the process of handling layoffs is clearly outlined in federal and state laws, your top priority should be the employee’s dignity. Here are a few tips to keep in mind to ensure the process is as effective and supportive for your employees as possible.

Employee Layoffs Communicated With Empathy

The financial and structural necessity for employee layoffs may have you stressed and distracted. However, it is essential to remember that your employees are people facing a stressful situation as well.

Give Team Members Advance Notice

Before layoffs begin, take the time to talk to your staff. Let your team members know that layoffs may occur and the reasons why. If the company is struggling, your employees deserve to know before potential layoffs. 

Conduct Layoffs Individually and Privately

When layoffs begin, treat each employee dismissed with dignity and respect. Ensure that you discuss the layoff in person and make the meeting private.

Be Clear and Supportive

Be prepared with the resources and support they need. If the layoffs are temporary, make sure your employee understands the process and their job prospects with the business moving forward. For employees who will not be returning, provide information, resources, feedback. Also, provide references to employees to help them as they move forward in their job search.

Support Your HR Teams

Employee layoffs can be an overwhelming time for your Human Resources department, and the effects of that could potentially spill over to the recently laid-off employees. The impact of job loss is stressful, and your employees may need more support and information than your HR team can handle.

If your company is dealing with large-scale layoffs, create a dedicated online portal or website with resources and information for impacted employees. Provide as much information as you can in writing so that laid off workers can review the materials at home. This allows your HR team to work more efficiently.

Conclusion

Finally, recognize that employee layoffs can be one of the most difficult times for your company. Also, recognize that it is also an opportunity to demonstrate your sensitivity, professionalism, and the company values that epitomize your brand.

When you’re ready to build your team back up, let our team at ABBTECH lend you a hand!

You may believe all of your employees are happy. Yet, there are signs your employee already has one foot out the door. And the sooner you identify these signs, the sooner you can work with this employee to improve their experience with your company.

Here are five signs that an employee is ready to leave, along with tips to help you boost your worker retention levels.

1. Your Employee’s Performance Continues to Decline.

A worker’s performance can deteriorate as he or she becomes increasingly unhappy with your company. In severe cases, an employee may give up on trying to complete work tasks on time altogether. It helps to meet with a worker to review their performance regularly. If the worker has performance lapses, discuss them with the employee. From here, you and your employee can work in lockstep to address any performance issues.

2. Your Employee Appears Disinterested in Their Job.

If an employee looks distracted at work, it may be a sign that this individual is ready to move on. At this point, you should share your concerns with your employee. You can let the worker know you’ve noticed their lack of interest in their job. Next, the employee can explain why he or she may appear distracted. You and your employee can then seek out ways to help the worker feel engaged and motivated at their job once again.

3. Your Employee Remains Silent During Meetings. 

An employee might stop engaging in meetings if he or she is looking for work elsewhere. In this instance, the worker may struggle to provide fresh ideas and contribute to your company’s success. If a worker is silent in a meeting, you can ask the employee to share their opinions and views on topics during the session. This shows an employee that you value their input and want to hear what he or she has to say.

4. Your Employee Has Updated Their Social Media Profiles.

If an employee has posted on LinkedIn or other social profiles that he or she is interested in new career opportunities, this individual likely has one foot out the door. In this scenario, you can set up a time to discuss career opportunities with the worker. You can also offer upskill opportunities to help the worker grow their career with your company.

5. Your Employee Is Using Their PTO.

There can be times when employees use PTO to avoid losing it before they leave a job. Or, workers may use PTO so they have time to interview for a new job. If you notice an employee frequently using their PTO, speak to him or her about it. Then, you can learn from your employee and find out if there’s anything you can do to enhance their work experience.

Find Top Talent for Your IT Team

If you are concerned that there are signs your IT employee already has one foot out the door are ready to leave your company, ABBTECH can help. We can put you in contact with quality IT professionals who can help your company thrive long into the future. For more information, contact us today.