Layoffs are hard on everyone. Even as business leaders and HR professionals, layoffs are one of the hardest things we have to do. Regrettably, many of us remember this from the all-too-recent pandemic layoffs. Layoffs are a reality we may soon face again as the threat of recession looms. And while we may not have control over reducing head count, we can control how our employees experience reductions. So how can we show compassion and support during a time of layoffs?

Lay off in groups

If your company has to lay off multiple people, do it in the same day so that the impacted workers can leave at the same time. It sounds rough, but loudly popping the balloon is less traumatic than slowly leaking outbound employees. That said, don’t lay off employees as a group. (We’ve all heard of those joint Zoom meetings in which all attendees were unceremoniously released.) Each layoff represents a person losing their livelihood; it is deeply significant and deeply personal. Each impacted worker should be met with in turn and delivered the news in a compassionate, supportive manner.

Don’t dawdle

No day is a happy day for people to lose their jobs, so it won’t help to save layoffs for Friday or the end of the month or after a holiday. Once the road to layoffs is clear, take the first step to enact the plan. Make sure key members of your leadership team, including the impacted workers’ immediate bosses, are in the loop before you start.

Provide ongoing support

Layoffs are a big blow. As a caring company, try to plan your layoffs with enough budget to continue to support your impacted workers. This may mean providing severance, outplacement services, or ongoing benefits like health and life insurance. You can also prepare informational packets about job connections and community resources. Your impacted workers and their families will be grateful, and your company’s reputation will shine in a darker time.

Keep communicating

Layoffs upset employee morale long after the laid-off have left. Especially as economic uncertainty continues, your remaining employees may wonder when the next round of layoffs is coming and whether it will come as a surprise. Ease their minds and mitigate voluntary turnover by keeping employees informed. Regularly update them on the company’s plans and financial position, as much as you’re able to share. If a layoff is being considered, explain as much as you can, such as how much of a reduction is anticipated and when that decision is expected to be finalized.

In conclusion

There’s no great way to conduct layoffs, but with forethought and transparency, you can hold compassionate layoffs and offer the support your impacted employees need to make it through the next steps.