1, listen again
As the executor of layoffs, when you have to tell the laid-off people the bad news, you should be prepared to listen actively. Listening is also communication.
Step 2 look ahead
In the process of communication, we should try our best to guide the laid-off employees to "look forward". Look at the problem from the perspective of laid-off workers and provide them with career development suggestions.
Step 3 face to face
Dismissal of employees is one of the most complicated communication in the workplace, which must be carried out face to face.
The correct way to lay off employees
1. Before layoffs: information disclosure
First of all, information disclosure before layoffs is necessary. Human resource managers can tell employees why the enterprise has to lay off employees through formal channels, and tell employees the specific details of the company's adjustment, which can not only make employees fully psychologically prepared, but also win the understanding of the other party.
2. Layoff practice: Layoff in batches.
Specific to layoffs, the best way is to lay off employees in batches. This can not only reduce the probability of mass incidents, but also leave a certain psychological buffer period for employees and give them enough time to hand over their work. In the process of mass layoffs, we should first deal with employees with greater employment competition, and then deal with those who are strong and difficult to talk about.
3. End of layoffs: stabilize the morale of the army and deal with the aftermath.
After layoffs, human resources managers should pay attention to appease the morale of the remaining employees, which is unstable and inefficient. It is suggested to do more league building, starting with personal care, family cards and encouraging participation.
We must also do a good job in internal public relations, understand public relations propaganda, and occupy the leading position of public opinion. Once a person wants to leave, one person says that the company is not good, and the spread of public opinion will have a bad influence on other employees.
On the other hand, we should also strengthen the contact with the laid-off employees and let them know that the company has not forgotten them. If possible, the company will open its doors to him in the near future and welcome them back.