What Can Human Resources Do to Give Hope During LayoffsNathan Evans
January 4, 2009 — 1,997 views
Just about every industry and employer is feeling the crunch of the dwindling economy, and knows that they will have to lay off employees, if they haven't already. A new Watson Wyatt study shows that 26 said they already have laid off, and 25 percent stated they would have a hiring freeze over the next 12 months. With this many companies already planning on job cuts and downsizing, its probably safe to assume that those numbers will increase. The most important thing to remember is that whenever you do make those cuts, its going to be a very difficult time for your employees. Helping them be prepared will make things go much more smooth.
Laying off an employee is a tough thing to do, especially when they haven't done anything to warrant the dismissal. We all know that the economy is slow right now, and we are all hanging on to the hope that it will turn around quickly. But for those companies and business owners that can't wait indefinitely, is there any way to soften the blow of a layoff?
Some things that can be done to help the employees out during a period of job cuts is to prepare a separation packet that includes their annual reviews, letters of recommendation and a letter verifying their dates of their employment. These are all things that will help them in their new job hunt, and will also show that you are doing what you can to help them make the transition as quick as possible.
Normally, smaller companies can't afford to offer any type of severance package, and if they are to the point of making job cuts, then they are probably already stretched pretty thin financially. Something that will make the conversation and the situation easier for both parties involved would be a letter stating the effective date of the lay off, and something to spell out exactly what they should expect, whether its payment of their accrued vacation and sick time, or any severance package that could expect. This will help them by knowing exactly what they can expect financially.
One big thing that human resources and small business owners can do is to educate their employees before they get to the position of having to make the job cuts. There are now unemployment protection plans that are available to just about all employees. These benefit plans pay the member a cash benefit if they become unemployed. An unemployment protection plan could really help make the difference financially while they are searching for their next job. I know that most businesses don't like to ever hint that there might be lay offs in the future, but take into account your employees and their families. You can help them prepare by letting them know that there are benefits available to them to help them if they were to loose their jobs.
For more information about these supplemental unemployment protection plans, and how to make them available to your employees at no cost to you, contact http://www.TheSalaryGuard.com.
The Salary Guard