In the current economy, layoffs are inevitable. We can point fingers at the greedy Wall Streeters, rich business owners or whoever you want. But finger pointing does not bring in revenue. Revenues in just about all sectors of the economy dropped significantly in 2008 when compared to 2007. Just this past week, it was announce that about 100,000 people would be losing their jobs soon at a number of large companies. Of course, this number does not include small businesses which make up a great majority of the American workforce.


Business owners we talk to are agonizing over what to do with their business and their employees. An owner of an insurance firm we work with has taken a 75% reduction in his own pay, so he does not have to lay off any of his employees. His employees are like family to him.


We see the struggles. HR people are calling me to vent about how depressed they feel when telling employees that their jobs are going away.


Unless one has the mind of Attila the Hun, it is impossible not to feel bad about the people who are being laid off. But what about the people who stay with the company? These people, also known as the survivors, need some help too. Many feel guilty. Many strong friendships and support mechanisms are made at work. When a friend and a confidant leaves, there is a feeling of grief. Others are unsure of what they are supposed to do. Too often there are layoffs without plans on how the operations are to continue or a plan on addressing the emotions of the employees who are staying.

There must be communications with the survivors. Tell them exactly what happened, why it happened, plans for the future and expectations of the survivors. Yes, I do have another article that can assist with the planning and communication check it out here - http://mckenziehr.com/enews/august2008.htm