Strategic Management Strategies of Laying Off Employees

Strategic Management

Strategies of Laying Off Employees

Step-by-step Process of Dismissal Meeting

Generally, a layoff is a reduction in employees to fulfill strategic needs of organizations or financial challenges. The reasons behind a layoff are the strategic issues being faced by organizations or financial issues necessitating drastic changes. Being at a management's position, it is important to understand the ways of coping the negative emotions that may accompany the layoff of an employee. For this reason, it is suggested for the manager to acknowledge that such feelings and emotional strain are normal and appropriate. It is recommended to realize that a layoff can create a profound feeling for employees and the entire organization (Bagley & Savage, 2009). This paper is providing the strategies for coping negative emotions fir laid off employees along with the ways of conducting dismissal meeting.

Strategies of Laying Off Employees

It is appropriate to layoff work rather than employees because most managers consider the recently hired employees as the layoff targets. It is appropriate to scrutinize the workload of every employee and reduce it to the essentials. Deduct the work that does not add any sort of value to the organization or support to the strategic direction of the organization. The management should consider the retaining of employees who perform the work while surviving this evaluation process. Moreover, the management should not use a layoff to rid of direct reports whom the management dislikes for personal reasons (Barnett, Greve, & Park, 1994; Analoui & Karami, 2003; Bartlett & Ghoshal, 1994). In this way, the management would mess with the strategic connection between the work being done in group and role of each employee that is added to the value of the organization. It can be said that there are certain organization, who consider the layoffs similar to that of firings. However, both terms are different actions being performed by the management of organizations. If employee is an issue for organization while considering his or her behavior and performance, management should fire such employee based on the legal procedures rather than laying off (Bagley & Savage, 2009).

Step-by-step Process of Dismissal Meeting

In order to conduct the dismissal meeting, management should consider the selection of a private and uninterrupted location while making every effort to have all retained employees present at the meeting (Bagley & Savage, 2009). Following steps can be followed for the dismissal meeting for the layoff employees.

Step 1: At the meeting

Considering the conversation with the laid off employee, the manager can share the names of such employees or the laid employees can be permitted to inform their co-workers (Bartlett & Ghoshal, 1994).

Step 2: Handling reactions of employees

The manager should be prepared to handle the statements or questions from the employees (Analoui & Karami, 2003).

Step 3: Discuss next steps

It is appropriate to let employees know about the coming next few days and for this reason, communication is very important. Considering the nature of laid off employee's role, there can be certain immediate steps that may require management's attention (Bagley & Savage, 2009).

Conclusion