You have seventeen employees. But you only need fourteen. Now what? Eat the extra costs? Put the company´s fiscals in jeopardy? Or do a downsizing?

We´ve all heard about the big mega-corporations laying off thousands of employees. But how do you do it if there are only three who need to go? Here are five suggestions to make it easier on everybody.

1. "Put yourself in their shoes," advises Pat´s Cleaners general manager Mike Gold, who´s conducted several downsizings across the country. "Ask yourself," Gold continues, "how would you like it to be handled if it was happening to you?" If you wouldn´t like an email telling you your job is over, then your employees probably won´t either. If you´d prefer to be told face to face, then your employees would probably appreciate the same consideration.

2. Tell them early in the week and early in the day. Don´t wait until Friday afternoon. Our twenty years of research into downsizing consistently shows that Friday afternoon is the worst time. Why? For some reason the first weekend is the most difficult for people who´ve been downsized. If they get the word on Friday, they´ll have the whole weekend ahead to stew about things, or talk to friends about how unfair the decision was. Maybe build up anger to a point that by Monday morning they´re ready to call their attorney.

People need several days to think about the job loss. To begin making plans and get their heads screwed on straight before that first weekend comes.

Tell people early in the week and early in the shift. Look at it this way. Would you like to have worked a full shift, only to be told at the end of working hard, that you were no longer needed?

3. Briefly explain the circumstances. Let people know that it´s not a case of performance. That it´s a matter of economics. If your revenues are down, let them know revenues are down (they know it anyway). If the market has slowed let them know the market has slowed. And that it doesn´t look like it will improve in the next several months.

Just be honest.

The president/owner of one company downsized about 15% of his total workforce. The next week he showed up with his new luxury car. He couldn´t figure out why his employees were angry. You get the point.

4. Provide some kind of assistance. Sure, unemployment is low. There are many organizations with lots of unfilled positions. It shouldn´t take anyone too long to find a new job. But it still helps to have some help. Most companies provide some kind of salary continuance. And healthcare continuance. And often job transition assistance. If a person hasn´t looked for a job in several years it´s nice to have some professional help. Sound outplacement assistance will reduce the search time, make people better prepared for making this transition, and help with the mental and emotional upheaval that often accompany a job loss.

5. "Tell the others what just happened," Gold advises. "Gather them around you and explain what you did and why," he continues. Give remaining employees a chance to ask questions. Explain the help being provided to those who are exiting. Lay out the vision for the organization, and begin to put the remaining people´s minds at ease.

Doing a downsizing doesn´t need to result in chaos. Do it the right way and you can even enhance your standing in the marketplace!