No matter your circumstances, you all have something in common during and after downsizing - layoff survivors, those “could be,” “should be,” lucky employees who made the cut during the layoffs and downsizing.Most organizations invest their efforts in helping the downsized employees move on. This is ethical, reasonable and positive. Plus, your survivors are watching.
To truly benefit from the layoffs and downsizing, however, you need to invest even more energy in the people who remain after downsizing and layoffs. You will aid recovery; fuel productivity; boost morale, despite the loss; and minimize the damage to workplace trust.
Demonstrate That You Value the Layoff Survivors After a Downsizing
If you are a manager, it is most important to reassure the people who report to you of their value to you and the organization. You need to talk with each of them individually to let them know why and how they are valued; tell them what you feel they contribute to your effective, continuously improving work environment. No matter how reassuring you or your executive leadership have been, believe me, on some level, after layoffs, trust has been injured. Employees need reassurance about their security.
They need reassurance about why the people who were let go in the downsizing were chosen. They need reassurance about their future….
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