Question:
How do you win back employees’ trust?
–
Answer:
No matter how management tells the story, layoffs are not pretty. They may be necessary, but leadership can help reduce anxiety and fear with an effective and fair execution plan in place. Don’t be flippant; show empathy and concern for team members while supporting the decision.
First off, an organization is not solid one day and rocky the next. Organizational challenges that could lead to layoffs or job changes can usually be detected in advance, and you should aim to create an environment without surprises. Before changing providers, amid mergers or after experiencing a sales or funding slump, take a neutral position. Saying “things will be OK” is not an appropriate response—instead, actively listen.
Know as much as possible about the timing, process, retooling and severance options available to an employee affected by a reduction in force. This will help you in responding to the employee and minimize drama and doubt. Conversely, sudden layoffs at the end of the day do not allow time for everyone to process.
Be sure to use clear, consistent language. While discussing the situation with your team, don’t use the word “they,” but rather “we.” As a leader, it is your role to act on behalf of the organization while supporting your team. Listen, be available, show empathy and provide guidance where appropriate, and where you are qualified to do so.