Keeping the Remaining Employees’ Morale Up After a Layoff

Photo by James Yarema on Unsplash.

Many contributing factors lead organisations to downsize their workforce. But labour law experts shared that companies should only exercise this route as a last resort. Sadly, the year 2020 is trying, and many employees were faced with retrenchment or given the Voluntary Separation Scheme (VSS) option, which has caused the unemployment rate in Malaysia jumping to 4.7 per cent in August 2020 from 3.3 per cent in the same month of the year 2019.

No doubt the said exercise will help organisations to solve pressing issues the business faces temporarily and swiftly. But to truly reap the benefits from the layoffs, employers must take on prompt actions to care for the remaining employees’ (layoff survivors) mentally and emotionally. When it is done right, you will help to boost up employees’ morale, see productivity improvement, strengthen trust in the workplace and eventually, see them thrive. 

Suggestion #1: Maintain consistent and transparent communication

Honesty is the best policy – be straight with employees about the company’s situation. After witnessing a round of mass layoff or having well-liked employees to leave the company, the survivors will feel guilty, confused, and probably worried that they might be next on the chopping board. Never, ever assume that everyone understands what is happening within the organisation without an official explanation. Nor should you expect employees to move on quickly, jumping right back to work quietly. When not handled correctly, it will damage the trust the remaining employees have toward the organisation—causing them to look out, searching for the next job where it may look more stable.

Reassure by letting them know the reason for the layoff, share with them about the company’s financial health status, the business decisions moving forward. Survivors shouldn’t have to feel like victims, having to worry that they will be forced on more work to cover for the ones who have left. Utilise this opportunity re-establish trust by helping them to grow through redesigning their career progression pathway, create a positive purpose for them to look forward. 

Suggestion #2: Lead, not intimidate

In times like this, employees need a leader. And a great leader leads with top qualities like clarity, decisiveness, courage, empathy and humility. 

In short, great leaders

• have a clear vision of what they need to achieve;
• show great consistency with their decisions;
• have the courage to face whatever lies ahead;
• sincerely care about others; and
• admit when they are wrong and take criticism as an opportunity for growth.

The last thing the remaining employees want is to feel intimidated as if they are at the employer’s mercy just because they kept their job. Employers need employees to run the business just as much as they need you to help sustain their life and hope. However, we understand that leaders are human; they will feel fear, frustrations, stress and worry for the future of their business, especially when we see no end to this pandemic. Employers must keep their cool regardless because survivors will need someone to look up to, respect and to encourage them to push on.

Additionally, employers must look into providing appropriate mental health support in the workplace. Ensuring there is at least one trained HR personnel or counsellor present whom employees can turn to as and when they need to. They will need someone whom they can trust and wouldn’t judge them; allowing them to voice out their concerns and feel heard. And when feedback or suggestions are received, don’t dismiss them immediately without taking some time to consider, especially when different individuals brought up a similar issue more than once. 

Suggestion #3: Show that you value the survivors

Lastly, change up the atmosphere. Create fun activities while maintaining social distancing such as virtual get-together after working hours to help employees to unwind. Casually catch up with employees over a virtual happy hour session and show them your relaxed side. You will be surprised how much more they are willing to share. Alternatively, employers can send out surprise care packages to each individual while they work from home, also to include personalised notes to remind how much the organisation values them.

That aside, it is essential to carry on to provide learning and upskilling opportunities to employees. Let them know the importance of self-improvement and at the same time, share with them the skills needed by the organisation as well as how their support would benefit both parties. Organisations may turn to reliable event management online platforms or training providers like General Assembly, an Adecco Group brand, that provides free and paid online or offline training programmes. 

Conclusion

All in all, when employers exercise good communication in the workplace, it will minimise doubts and increase trust amongst employer and employees. Secondly, don’t be just an employer, be a great leader! Stay calm and lead with confidence. Thirdly, be appreciative to have a supportive team. In case you need a hand, Adecco Malaysia is always ready to help. Just drop us an email at marketing.my@adecco.my or fill in a quick enquiry here.