The human resource managers need to be transparent about the company’s current situation and its impact on the work force. The employees always want to hear the truth and they feel disappointed if the company does not maintain transparency while dealing with them. The employer needs to communicate to its employees that the company has tried all ways and means to control cost and downsizing is the last resort.
The human resource managers should treat the laid-off employees with respect and sensitivity. During the exit of the laid off employees, the management should give them options on how they want their exit to be handled. The company should also be very clear on the facts and figures and the impact of downsizing on all human resource systems. Any communication regarding layoffs should come from the CEO and the same should be discussed with the employees. This would help the employees in understanding that the decisions were fair.
Another major impact of laying off is that it spreads a sense of dissatisfaction and anxiety among the employees who are retained by the company. In such situations, the human resource managers should give reasons to the retained employees to stay. The author also suggests various other practical ways in managing layoffs example freeze in hiring and reduction the pay or salary. The human resource managers however, should always be mindful of the long and short term implications of the layoffs. Before making decisions to downsize, the management should always consider alternative solutions. The human resource managers then need to deal with the survivor’s syndrome (King, 2014).