5 Ways to Help Current and Former Employees After Downsizing

Downsizing has become a dirty word to workers in today's society. It always means that either you or some of your work associates are probably going to be unemployed. Employers are not always thrilled to have to downsize because good workers are difficult to find. Shareholders of large corporations like downsizing because it usually means higher profits and bigger dividends. Because downsizing can be a traumatic experience for employees, companies need to do something to help both the downsized employees and the ones that remain.

Be transparent to your remaining employees about why the downsizing occurred and whether additional layoffs may be coming.

When employees see their coworkers get pink slips, it is only natural that they wonder if they may be next. As an employer, it is important that you reassure those employees that their jobs are secure if it is true. Otherwise, morale will plummet and your better employees will start to seek other jobs. You may find yourself scrambling to hire workers on the heels of a big layoff. Unfortunately, the workers that you hire will need to be trained to fill the vacancies. It is cheaper and more efficient for business to keep your good employees informed so that they stay on board.

Offer soft landings to employees that are losing their jobs.

Larger companies are already mandated to do this through labor laws and trade union contracts. However, even smaller companies can benefit from this practice. Offering severance packages that include health insurance subsidies and other benefits will give your company a better reputation in the community. It will also help if you ever need to rehire some of those employees in the future.

Improve the working conditions for the remaining employees.

Too often, employers place a heavier workload on the people who are left after the downsizing is completed. This can turn a pleasant work environment into the feel of a sweat shop as workers scramble to cover all of the tasks previously performed by the departed employees. These people need to be rewarded in some way for their extra effort. Even things like upgrades to the employee break room can have a positive effect on morale. Giving out small raises to everyone will lift their spirits until the shock of the downsizing event is history.

Offer employment counseling to the former employees.

Training in resume writing may be welcomed for those who do not have strong skills in writing. Since you will be eliminating weaker employees whenever possible, these workers will benefit from classes to teach interviewing techniques. You may want to work with an employment agency or two to get these workers help with networking and locating available jobs that fit their skill set.

Target your best employees to involve them in planning the future of their department.

Since the boundaries between departments can become blurred during downsizing, you will need to do some retraining of current employees. Letting the best workers be a part of this process is a way to keep them involved with the company. It will also help them to take ownership of the new situation. You will be surprised at how many of your employees will want to be a part of helping to paint the pathway to their own future.