HR Managers Top 5 Ways to Help Employees Make a Soft Landing After A Layoff

“Layoffs” are one of the scariest words in the world of business. The shock, humiliation, anger, and sadness of losing a job, especially if you’ve worked someplace for a long time, is inevitable. But letting an employee go can be equally as hard for the employer. Unless an employee was laid off for egregious actions or behavior, management teams don’t like to hand out a pink slip without transitional support. While letting an employee go is tough for all, hiring managers can soften the blow with these five actions.

Updated Headshots

Studies show that after a layoff, the best thing an employer can do for an employee is to help ease their transition into a new position. One great way to do this is through corporate headshots Los Angeles. Statistics show that a social media account with a current professional image is 14% more likely to be discovered by a prospective employer or hiring agency. Considering LinkedIn has over 414 million users, and Facebook has more than one billion, that’s a lot of people to reach. Even before an interview, a hiring manager will have had a chance to “meet” the individual and form a positive impression.

Use the Right Words

Hearing thoughtful words from an employer during a layoff makes an employee feel better. But it is also advantageous for the company. Today, employees have access to many social media outlets. After a bad experience, they can instantly take to Facebook, LinkedIn, Glassdoor, and other sites to share their frustrations. In seconds, this can cost a company new business or deter new talent. The trick, experts say, is to lead with showing support for an employee and create a sense of goodwill.

Communicate with the Team

A layoff takes a toll on the whole team. Some co-workers will react particularly poorly to the news, disagreements and whole range of feelings are inevitable. This is the time to leave the HR manager’s door open for consolation and emotional support, send out a schedule to the whole team and block out individual time proactively.

Prepare for Reactions

For managers, one of the most stressful parts of termination is dealing with strong reactions and emotions. Some companies have hired ambulances and security guards in preparation for an employee’s departure. You don’t have to be that drastic, but it’s a good idea to be prepared for anger, depression, bargaining, and even threats.

Ease the Transition

Seeing an employee storm out of the office is bad for everyone. The employer, therefore, should facilitate a smooth departure. This includes setting a timeline for clearing out an office and telling an employee when he or she can say goodbye to coworkers.

Layoffs are not easy for the employee or employer. Feelings can get hurt on the employee’s end, and a bad dismissal can damage a company’s reputation. One of the best ways to let an employee go is by helping them transition to a new job. Our affordable business headshots in Los Angeles do just that. Visual assets for marketing are the new front line for HR support. Along with offering mobile services, we have an office in Los Angeles where you can send a transitioning employee for a new start.

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