Facing layoffs as an HR Leader is beyond difficult; our role is to see business through the lens of how our people experience it, and this is certainly not a positive employee experience. But, it is often the reality that we face, and there is a way to do this that preserves human dignity. The first step as an HR leader managing through this action is to propose a plan to contain costs with things other than layoffs. Reducing executive pay, pausing bonus payouts, stopping noncritical projects and redeploying those people to critical ones - all these reduce spending. They may not completely stop the job losses, but they may curb it and will often lead to acceptance from employees that you at least tried something before moving on to people as the first option. The second step, if that didn't reduce costs enough, is to move on to voluntary reductions. Ask for volunteers who may be interested in going part-time, or taking unpaid furloughs, or even to retire early. I've seen that taking this step, while sharing that this may reduce or eliminate the need to move to a layoff, will often bring you increased loyalty because your people know that you are looking for ways to keep their jobs. The third step, if you get to the point that a true reduction in force is your only option, is to do it with humanity and grace. This involves transparency by telling people it's coming and revealing what considerations are in place (non-critical roles etc). Humanity also extends to guide your people leaders how to have real and vulnerable in-person (or on video) conversations with each person impacted rather than sending emails or inviting them to large group meetings. Next, share your care, compassion, and concern for those impacted by offering networking connections, outplacement and career counseling; also show similar care to the "survivors" who often feel guilty and may even be tasked with extra work. While there is no "perfect" way to manage a layoff, if you cut other costs first, tell people transparently what is coming, and keep a human-to-human mindset by showing authentic compassion and thoughtfulness, you can earn trust even in this worst-case scenario.
Managing a layoff is always a tough experience. I went through it during a particularly challenging time at a previous company. We had to make the hard decision, and the key for me was being open and honest with everyone from the start. We clearly explained why the layoffs were happening and what the company was going through. For the employees who were affected, we worked hard to provide as much support as possible, including severance, career transition services, and even one-on-one meetings where they could ask questions and process everything. I also made sure the rest of the team felt included in the communication. I found that maintaining transparency and showing empathy really helped keep things from becoming too tense. The biggest takeaway I had was that people remember how you treat them, especially when it's tough. For anyone else going through something similar, I'd say focus on clear, compassionate communication. Don't let it end with the layoff process--make sure people know you're still there for them afterward, too. At the end of the day, empathy and a solid support system go a long way in managing both the professional and emotional aspects of a layoff.