Compassion when Downsizing

Compassion when Downsizing

Compassion when Downsizing

Profitability is the object of all businesses, whether they are small or large businesses. It is a given that organizations want to increase revenues and decrease costs. After all, companies want to report higher profits for their investors and shareholders. Therefore, it does not matter if we are in a pandemic; organizations must continuously take a head count and determine what people are required.

With that in mind, Human resources and Senior decision-makers often find themselves in positions where they may need to downsize the number of employees in their companies. Often these decision-makers must painstakingly consider what job functions can be reassigned to other employees and what employees need to be downsized.

When these decisions are made, family members of employees are directly or indirectly affected. For each person who is downsized, there is a multiplier effect of 2, 3, 4 or perhaps even five or more family members who may be impacted by the decision to restructure one person from the organization. These other family members are often dependent upon the decision-maker who has been restructured. The schooling, basic living requirements, and extra-curricular activities of all family members can be significantly impacted by the layoff of one family member.

Missed Opportunity for Compassion when Downsizing at Better.com

Now, let’s reflect on a layoff of 900 employees from Better.com. Given the possibility that the layoff may impact 3 or 4 family members on average for each employee, it can negatively affect many people. Many will remember how the news was delivered by its senior leader. All people were called into a video meeting and abruptly told that they did not have a job anymore. There were reports that the CEO wanted to give only one week’s severance pay to each laid-off employee. Media reported worldwide the cold manner with which a Better.com layoff notice was delivered to its employees. Many employees complained about the lack of empathy and consideration that affected the laid-off employee and their families.

Downsizing Preferred Practice

I suppose if there is anything I have learned in my 20+ years of career experience in working with employees who have been downsized, it is that consideration is a critical element in ensuring that notice is compassionately delivered to downsized employees.

Like communicating any bad news to anyone in life, it is essential that the HR Professional show compassion and consideration when planning to downsize each employee.

There is never a great time to downsize. However, please try not to lay off anyone just before or immediately after a holiday, birthday or another special day in a person’s life.

Many of us have been downsized in our careers. We know how we felt when the news was delivered. Whether you have been laid off or not, it is essential to self-check when you plan to downsize an individual. Continuously ask yourself throughout the entire layoff process how you would feel if it were you who was being laid off. By considering how you would feel if you were being laid off, let this be a guide to ensure that you plan and downsize an employee with the same compassion and care that you would want for yourself.

Compassionate Downsizing Guide

  1. Do your research first. Become an expert on the laws and rights of an employee laid off. Learn and apply the laws concerning severance pay in the province where you are located. More importantly, be “fair and reasonable” for the time of service that the employee was with the organization.
  2. Plan to do the downsizing in person, if possible. This has been complicated during a time of a pandemic or distance between the person who is delivering the news. Conduct the meeting ideally on a Tuesday or Wednesday (the middle of the week), and when you think fewer people may be present in the office. Schedule the meeting in a more isolated room from other employees or managers.
  3. Learn as much as you can about the employee who is being downsized. Seek out information if they have a partner/spouse, family or friend that they can contact after the employee has been delivered the news.
  4. Schedule a meeting on a day that is not on a birthday or religious holiday or is too closed to a special or an important day in the employee’s life.
  5. Prepare and communicate a very well-planned message to the employee. Let them know that this layoff decision is a business decision. Although they may want to ask a lot of questions, keep to your prepared message, assuring the employee that the decision is a business decision and that you and other HR professionals in the company would like to help them as best as your company can, to navigate through this transition period as they look for new employment
  6. After communicating the news about the downsizing to the employee, provide this employee with the opportunity to express his thoughts. Tell the employee that personnel in the HR department will do what they can to positively support them during this transition. Tell them that you empathize with their situation. Emphasize that you and your colleagues will do what they can to help them through the period of layoffs.
  7. Offer them career transition or coaching support. Encourage the employee to utilize the services of an Outplacement Consultant that the company is offering them as this support will help them during this critical time in their life. If the company has an Employee Assistance Program, show them, Employee Assistance Program’s services.
  8. Schedule a suitable day and time with the employee so that he/she can pick up his possessions.
  9. Be prepared to offer the employee a taxi to drive home. Even if they have their car, they should still be offered a taxi. They and a friend should be picked up in the car later.
  10. Offer a reference to employees if it is the company’s policy.

The above ideas are some recommendations a company’s HR professionals and managers should consider when downsizing an employee.

Downsizing is often not easy for the employee who has been downsized. In most cases, the company HR professional who delivers the news may be stressed and worried about providing the news to the laid-off employee. However, if proper time, consideration, and compassion are considered in the planning, preparing, and delivering the notice of a layoff, the event can occur more smoothly. And it should always be remembered that compassion and consideration should be provided to any employee who has been downsized.

I Want to Quit My Job as a Manager!

I Want to Quit My Job as a Manager!

As a Career Transition or Outplacement Coach, I have met many managers over the years who were not happy with their jobs. Interestingly, they became happy once they were laid off from their role as a manager! These clients felt that they were executives and managers in the wrong organization, so when they were laid off, it was a relief.

Of course, I asked the question: ”Why didn’t you leave sooner if you were not happy with your job?”

Clients often have said to me that they realized that their work or role as a manager wasn’t the right fit for a long time, but they still stayed where they were. Maybe they had bills to pay and they didn’t want to risk unemployment.

Perhaps you can relate. As a manager or executive in a company, you have provided the best service that you can. You have put your knowledge, skills and competencies to good use, to make the company that you are working for profitable. Due to a change in leadership or a merger/acquisition, you may find yourself in a situation that makes you very unhappy.

So, a layoff may now be almost welcome. And as a coach, I can help you *before* you receive a layoff notice or if you want to quit your job. I can support you as you proactively begin your work search.

I am working with a client right now who believes that there is a good chance that he could be laid off at any time. He wisely began preparing for his search before he is downsized from the company that he works for. Along with helping prepare his resume, Linkedin profile, and cover letter, I have effectively coached him on the best ways to look for a job and to build a professional network. This week, we are preparing for future interviews.

Some questions to ask yourself:

      • Are you ready now to dedicate time to your job search?
      • Do you have the flexibility and autonomy to take time off during work hours to look for a new job?
      • Or do you have a new job lined up to start in the next couple of weeks, but need help making the transition?

    Some outside professional advice may be needed. As a Business and Career Coach and Consultant, I can support you in conducting an effective career search and ensure that your transition into your new role is successful! Contact me for more details.

5 Things To Do To Be A Happier Manager

5 Things To Do To Be A Happier Manager

If you want to be a happier manager, you’re not alone! In a 2011 Berrett-Koehler survey of 150 leaders, a stunning 68% of managers confessed they don’t actually like being managers. So what can you do about it?

The best leaders can see it as the signal to make a change. An effective manager or leader doesn’t make excuses and stay stuck in a rut. They figure out how to extricate themselves and reconnect with their sense of passion and meaning so that they can be a happier manager. Here are 5 things that you can do to be a happier manager:

Be a Happier Manager By Recognizing Myths At Work

First, is it possible you’re managing by hit or myth? (myth meaning a long-standing belief that could be debunked).

The book, ‘Myths of Management: What People Get Wrong About Being the Boss’ (by Stefan Stern and Gary Cooper CBE (Kogan Page 2018) presents 44 of what the authors say are faulty beliefs:

For example, some myths include: that leadership is more important than management/that there is one right way to lead or manage/that you must keep up with all the new management ideas and give them a try. Stern and Cooper gently kill off these myths, while sharing how to find the balance. That’s my goal as a career consultant and coach, as well – to find the balance that works for you.

Be Authentic – and Flexible

I’ve been reading another book – ‘Managing For People Who Hate Managing: Be A Success By Being Yourself’ by Devora Zack (Berrett-Koehler Publishers Inc. 2012).

According to Zack, success as a manager comes through finding the managing style that fits who you are. This is not to say you can do whatever you want. As she says, “Be who you are – just flex your style to manage others.” Whether the approach you take is tough or mild, it’s about a range of techniques – being versatile in how you lead, communicate and motivate. The ideal is “maximizing your rapport with others while maintaining your core of integrity.”

Be Accountable to Be a Happier Manager

You may dislike of being a manager because you are not taking charge of and ‘owning’ what you do. As I say in my ebookThe Top 5 Advantages of Hiring A Business Coach Today’ accountability means owning responsibility for all your decisions and actions regardless if the outcome is good or bad. Accountable leaders do not point fingers to try and shift responsibility to others when things go wrong. They focus on fixing the problem and making things right.

The Value of Learning and A New Perspective

Could you benefit from research, a refresher course and refreshed relationships with colleagues? In my work with executives and entrepreneurs, I have often found that those who remain open to learning and flexibility are more likely to ‘close’ in on success. Approach struggles and setbacks as great opportunities to refine skills, grow professionally, and meet and conquer challenges

While you may not enjoy what you’re doing, doing it well can provide a lot of satisfaction. Of course, if you dislike being a manager at your current company, there may be issues that are too major to overcome. This month I’ll be writing more about how to find a new position, professionally.

Improve Your Managerial Skills With A Business Consultant + Coach

You may be an expert in terms of education and experience in your specific field, but you may not be proficient with the management skills needed to run an effective team. A business consultant/coach can help you develop those critical interpersonal, strategic and management skills that are essential to be effective at any level.

I can help you pinpoint the cause of why you are overwhelmed and becoming unproductive, and help put you on the path to make changes. Please download my free ebook, and let’s arrange a 30-minute initial meeting. It’s easy to manage and can help you significantly improve your managerial skills.