Here's how you can navigate your team's emotions and reactions during a layoff.

Parece óbvio se preparar com antecedência para uma demissão, mas o óbvio precisa ser dito e, neste caso, praticado. Já trabalhei com profissionais que passaram por momentos difíceis e constrangedores durante uma demissão, justamente por não terem clareza sobre os pontos que os levavam a tomar a decisão de desligar alguém. No entanto, quando se pratica uma gestão transparente, com feedbacks constantes, esse momento delicado se torna um pouco mais simples.

Lay off is the last & compelling option when other measures to keep manpower ‘resources’ are exhausted! Optimising verticals based on performance or direction is a business choice . It needs to be planned strategically proactively , not to symbolise management failure to mitigate challenges . To me , strategising lay off itself is a project , to be handled by a steering committee of cross functional teams alongwith , HR to have right interface & putting all elements on board through a balancing act . Organisational credo or values would come first to reflect to navigate through thin gap between conflict management & risk mitigation rather than impromptu act with desperation .

Let me be honest. I am the worst person to announce a layoff. I always believe in holding on to people during tough times because it’s not the codes, not the infrastructure but people who make companies. But if we have to lay down a process 1) Clear communication is the key 2) Support sustem should be placed beforehand not just an a policy but also as an empathetic measure 3) Timing is the key too 4) Be open to referrals, recommendation letters in your network that lets them navigate smoothly 4) Never be over an email or a phone call. Be as humane as possible. It’s a human being you are laying off not a code that can be deleted

Layoff is one of the toughest period of any Human life because it challenges the financial& social stability of Humen as per Maslow's law of hierarchy. Own needs to be very very careful in handling otherz/ colleagues emotions during layoff. No false promises& assurance need to be given during layoff, Instead with courage One need to explain why this decision of layoff which is really equally painful for them and had been taken as a last resort and there are no malafide intentions on this of any One and we are all caught in this tough situations. Help them how they can go ahed with a search of new job and accept this situation not as punishment but as a Challenge of life and work on this.

Announcing layoffs is a very sensitive matter and needs to be handled very carefully. All possible options like above severance pay, extended notice period and counseling support must be provided to affected employees....

Layoff is very tough things. Any organization may have to go with layoff to meet the goal on broad aspects. So many factors related with this. For communication of Layoff should be clear and with specific timelines of stages. The emotions, compassions and the causes should be briefed with the provable compensation plan or severances. The communications and proper guideline is very important to keep team morality and go in new dimension.

Try to be transparent and honest, show empathy genuinely, don’t fake it and try to maintain professionalism. One can also try the following: * Communicate clearly the reasons of layoffs, the company's financial situation, and the process for determining which employees will be impacted . One can also let them know about any support that's available to them. 
 * Gather the team as soon as possible if the layoffs are a surprise. 
 * Reorganize the remaining staff - try to allay their fear & rumours…
 * Avoid putting extra burden on remaining employees … * Go out-of-the-way to help the impacted employees if possible…

It's crucial to prioritize how you deliver news of a layoff. Avoid relying on PIPs and optimism about short-term improvements. Instead, be clear about the situation, ensure transparency and clarity regarding timelines and next steps. Acknowledge the emotional impact of the news and be ready to offer guidance and support.

This should not be a time to contextualize decision-making taking as a premise that there was an entire evaluation process that preceded the dismissal. Communication must be clear and objective, highlighting positive points and the partnership developed between company and employee, with empathy and active listening aiming to observe improvements for the company as well.

During a layoff, empathy is so important and often forgotten. Be clear and concise in the reason behind the layoff and ensure the employee impacted understands that it's no fault of theirs.

Imagine you're holding a safe space for your team to express their emotions, like a container for their worries and fears. As you listen actively, you're not just hearing their words, but also absorbing the emotional weight they're carrying. By doing so, you're helping to distribute the burden evenly, making it easier for them to carry. Think of it like a 'compassionate load balancing' – you're not taking away their pain, but sharing it, making it more manageable. This allows your team to feel seen, heard, and supported, even in the midst of uncertainty. By holding this space, you're creating a culture of empathy and understanding, where your team feels comfortable opening up and sharing their concerns.

Após comunicar uma demissão, a gestão eficaz da equipe requer um cuidadoso acompanhamento emocional. É crucial dar espaço para que os membros da equipe processem suas emoções e expressem seus pensamentos e preocupações. A escuta ativa desempenha um papel fundamental nesse processo. Em resumo, a gestão de equipe após uma demissão requer empatia, escuta ativa e disponibilidade para apoio individualizado. Ao criar um ambiente onde os colaboradores se sintam ouvidos e apoiados emocionalmente, os líderes não apenas mitigam o impacto negativo da notícia, mas também fortalecem a confiança e o vínculo dentro da equipe.

Listen actively: Create a safe space for your team to express their concerns and frustrations. Be empathetic and understanding.

After delivering the news, be patient and give the person time to process. Show empathy and encourage them to express their thoughts and emotions. Avoid dismissive comments like "It's just a job" or "Don't worry, it's just a phase." Instead, listen to their concerns and provide guidance on potential next steps and strategies. Ensure you are available for one-on-one conversations to offer ongoing support and assistance.

Com certeza a comunicação para equipe nunca vem composta de clareza, na verdade é contada apenas a versão do chefe, o profissional muitas vezes só é visto pelos erros, ou mesmo pela antipatia do antigo "lider"

If possible, it's also important to follow up with the impacted employees after the layoff to check-in and see how they're doing. Even a quick call goes a long way.

Uma rede de apoio bem construída pode fornecer os recursos e a motivação necessários para superar desafios e alcançar seus objetivos pessoais e profissionais.

Na gestão de equipe, especialmente durante períodos difíceis como demissões, criar uma rede de apoio dentro da empresa pode fazer uma diferença significativa. Essa rede inclui recursos como representantes de Recursos Humanos, profissionais de saúde mental e grupos de apoio entre pares, que oferecem orientação, apoio emocional e conselhos práticos para ajudar os colaboradores a navegar na transição. Ao construir e promover essa rede de apoio, os líderes não apenas demonstram cuidado com o bem-estar dos colaboradores, mas também fortalecem o senso de comunidade e solidariedade dentro da equipe.

Support network: Encourage your team to connect with each other regularly. Organize virtual team-building activities and social events.

Maintaining team morale after a layoff announcement is very crucial. Ensure you have a clear roadmap for the team, clearly defining roles, responsibilities, and end goals. Recognize contributions and involve team members in decision-making processes, seeking their input on business decisions. When team members understand their roles and have a clear vision of their growth path and career within the team, it becomes easier to manage overall morale.

Quando a gestão é perdida, é crucial agir de maneira rápida e eficaz para reestabelecer o controle e minimizar os impactos negativos. Avalie a situação e identifique os problemas: Determine as áreas específicas onde a gestão foi perdida e os fatores que contribuíram para isso. Impacto: Avalie o impacto desses problemas nas operações, nos funcionários e nos resultados da organização.

ChatGPT Após um anúncio de demissão, manter o moral da equipe elevado é uma prioridade desafiadora, porém essencial, na gestão de equipe. Um passo crucial é focar no que permanece inalterado: os objetivos e valores fundamentais da equipe. Reforçar esses elementos ajuda a criar um senso de continuidade e estabilidade em meio à mudança. Em resumo, ao concentrar-se no que permanece constante, reconhecer contribuições, promover união e envolver os colaboradores, os líderes podem ajudar a manter o moral da equipe elevado após um anúncio de demissão. Isso não só fortalece a coesão da equipe, mas também preserva o comprometimento e o entusiasmo pela missão e pelos objetivos organizacionais.

Managing morale: Help your team stay motivated by setting clear goals and expectations. Recognize and appreciate their accomplishments.

Your job as a leader is to guide the river back to its natural course, smoothing out the rough edges and finding a new path forward. As the river flows, it will encounter new obstacles and opportunities. Your role is to help your team navigate these challenges, leveraging their collective strengths and talents to create a more resilient and adaptable team. By embracing the dynamic nature of your team and the ever-changing landscape of your industry, you can transform the layoff into a catalyst for growth, innovation, and renewal. Remember, the river's journey is not about erasing the past, but about carving a new path forward, shaped by the experiences and lessons learned along the way.

Moving forward: As restrictions ease, discuss plans for returning to the workplace. Be flexible and understanding as your team adjusts to a new normal.

Layoffs are tough on everyone. As a leader, manage your own stress: acknowledge your feelings, be kind to yourself, and prioritise self-care. For your team, validate their emotions, communicate clearly, offer support resources, and maintain morale. Your calm leadership sets the tone. Seek help from HR or a coach if needed. Remember, you're guiding your team through a storm, so take care of yourself too!

One attribute which is a must is to provide any help or support possible on a new set of opportunities who have been laid off. Utilize your network and refer the impacted individuals where possible so that their career path can continue. This also enhances the trust between you and the individuals.

En algunas ocasiones habra que hacer mas esfuerzo en realizar estos puntos y otras veces puede ser muy sencillo, ya que el despido es a una persona que desastibilizaba el equipo y no lo dejaba funcionar como tal.