Thursday, November 03, 2011
Downsizing & Layoffs - Who You Need to Help
At year-end, many organizations begin compiling data for their State of the Company address. This evaluation sometimes culminates in decisions around downsizing or layoffs. (Not a high point for the upcoming holiday season.)
If you are put in a situation where you need to deliver this bad news, would you know how to react both personally and with your team?
You have an important role in helping your team deal with the coming changes. However, before you can help them, you need to come to terms with your own emotions.
Help Yourself
• Name your own feelings first. Angry? Afraid? Anxious?
• Know that it is OK to feel however you feel.
• Talk to someone about how you feel. (Check if your organization offers free help through an Employee Assistance Program – EAP.)
• Decide how you want to feel tomorrow and every day thereafter.
• Start thinking, “I know I can do this.”
Help Your Team
• Get out of your own head; it’s time to lead with your heart. Your team wants to listen to their feelings first before they can hear more logical information. Start out with something like “I understand your concerns.”
• Stop pretending you’re in control. Share your own feelings with the team. Be willing to say, “I feel some of the same things you do.”
• Be compassionate. Allow your folks to voice what they need to. Acknowledge their comments with, “I understand this is difficult for you. I will provide support in whatever way I can.”
• Accept any reaction. Remember, you’ve had a bit of time to understand your own reaction. Give the same consideration to your team. People will handle the news in different ways. Allow them the opportunity to have an initial reaction. Let them know it is OK and that you want to help them.
• Let the team air their feelings. Let them come to terms about the things that will change. Let them talk about their endings. CAUTION: Avoid turning this into a continuing Gripe Session by limiting the length of your meeting. You don’t want to drag out the situation for days. Once everyone has been heard, move into solving any problems caused by a layoff, termination, or downsizing.
• Address their fears. Can your situation be influenced? Yes! While you don’t have any control over the decision the company has made, each team member does have control over their own feelings and emotions.
Remember, to ensure your effectiveness:
1. Don’t make-up answers if you don’t have any.
2. Don’t remain silent. Your team will misinterpret silence and give it their own meaning.
3. Don’t stay hidden. Get out among the team. Your being there will boost morale.
Your role is to encourage two-way communication by getting the team talking. You need to hear both the good and the bad.
Until next time...Lead like you mean it!
Marjorie