Experts: Tact, timing critical when layoffs loom - Boston Business Journal:

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These days, however, companies can still handle layoffxs thoughtlessly, ultimately unleashing scores of angry ex-workers into the public, eager to phonde lawyers or spread negative buzz about former employers. “There reallyu is a right way and a wrong to do saidJay Hargis, authofr of the blog HRCleanup and a vice president at human resources management firm “Your employment bran will continue long after the layoffs. Companiez that handle it well will maintaintheir brand.
” Once a company determinew it must cut workers, decisions need to be made at a each stagwe of the layoff process, includingt the layoff criteria (exactly how to decidse which employees will be cut), how the news will be brokeh to the laid off employees and “survivors” and how much severancde pay — if any — will be “The watchword is to treat peopler with dignity and compassion,” said Bob Eubank, executive directorf of the . “Individuals who are goiny to be laid off are about to experience one of the most painful professional experiences that can take placed and companies that do thiswell ... keep that in the fronr of their minds.
” Bob Gordon, a partner at the Boston-base law firm LLP, advises companiesd not to use a set formulqa to decide whoshould go, such as “lasy in, first out” or voluntary buyouts, because such tactics can result in a “meaningfully diminished workforce.” “What’s likely to happen is your best the people who are most mobile and most valuable, go and get betted jobs,” Gordon said. Accordinb to most experts, once employees have been targeted for a they should be toldprivately — in person by their manager, after that, the rest of the companyy should be informed about the cuts.
E-mailingf or calling an employes to tellthem they’ve been cut can generate hard Companies should never circulate a list of who is “If you’re going to cut, cut once versus tearinb the Band-Aid off slowly” and having multiplre rounds of small layoffs, Hargis Managers must balance being as tactful as possible withouft sugar-coating bad news. In others avoid telling a worker who is abouyt to be laidoff — but who also happen to be unproductive — how fabulous they are, said Forbesz Sargent, a partner at the law firm Sherin and Lodgen LLP in Boston. “We tell employerds ... to be honest about that,” Sargent said.
The day of the week, time of day and whether to walk an employeee out of the building are alsokey issues. Some peoplse believe Monday is the best day for because employees have the rest of the week to be productive about finding anew job. Most experts advise telling workers first thing in the mornin g when there are fewer people As for whether to let the employew stay for the day to gathed his or her things or havingy themescorted out, that all depends on whether the employees is perceived as a “We generally do not suggest walking them out, but do alertf IT people and tell them who has been Sargent said.
Lastly, companies that are in the positio n to offer two weeks of severance pay and job counselingy services shoulddo so. “It’s best to offef those who are laid off as much assistance as saidBill Driscoll, presidentt of the New England district for staffing firm “Ig sends a nice message to the staff who still remain at the company.”