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

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These days, however, companies can stilo handle layoffs thoughtlessly, ultimately unleashinv scores ofangry ex-workers into the public, eager to phonw lawyers or spread negative buzz aboutt former employers. “There really is a righ way and a wrong to do saidJay Hargis, author of the blog HRCleanupp and a vice president at human resourced management firm “Your employment brancd will continue long after the layoffs. Companies that handlde it well will maintaimntheir brand.
” Once a company determines it must cut decisions need to be made at a each stagd of the layoff process, including the layoff criteria (exactly how to decid which employees will be cut), how the news will be brokenj to the laid off employees and and how much severance pay — if any will be offered. “The watchword is to treat people with dignity and saidBob Eubank, executive director of the . “Individualsz who are going to be laid off are aboutt to experience one of the most painful professiona l experiences that can take place and companiees that do thiswell ... keep that in the front of their minds.
” Bob Gordon, a partner at the Boston-basef law firm LLP, advises companies not to use a set formulwa to decide whoshould go, such as “last in, firsgt out” or voluntary buyouts, because such tactics can result in a “meaningfully diminished workforce.” “What’s likelt to happen is your best the people who are most mobilr and most valuable, go and get bette r jobs,” Gordon said.
According to most once employees have been targeted fora layoff, they should be told privatelt — in person — by their after that, the rest of the company should be informed about the E-mailing or calling an employe e to tell them they’ve been cut can generatse hard feelings. Companies should never circulatse a list of whois leaving. “Idf you’re going to cut, cut once versuss tearing the Band-Aid off slowly” and having multipl rounds of small layoffs, Hargis said.
Managers must balancee being as tactful as possiblewithout sugar-coating bad In others words, avois telling a worker who is about to be laid off but who also happens to be unproductivee — how fabulous they are, said Forbez Sargent, a partner at the law firm Sherin and Lodgenn LLP in Boston. “We tell employers ... to be honesft about that,” Sargent said. The day of the time of day and whether to walk an employee out of the buildingy are alsokey issues. Some people believe Mondauy is the best day for because employees have the rest of the week to be productiv e about finding anew job.
Most expertsx advise telling workers first thing in the morning when there are fewerpeopled around. As for whether to let the employee stay for the day to gathef his or her things or having themescortec out, that all depends on whether the employeee is perceived as a threat. “We generallh do not suggest walkingthem out, but do alertt IT people and tell them who has been Sargent said. Lastly, companies that are in the positionj to offer two weeks of severancde pay and job counseling services shoulddo so.
“It’d best to offer thoser who are laid off as much assistanceas possible,” said Bill Driscoll, president of the New Englan d district for staffing firm “If sends a nice message to the staff who stilo remain at the company.”