The Importance Of Empathetic Leadership Post-Layoff

With several channel-centric organizations downsizing, resizing or laying off employees, understanding how to lead with compassion is key for inclusive leaders in the channel.

Last week witnessed another series of organizations downsizing, resizing or laying off employees within their workforce. As reported on CRN.com, Pax8, Google, AWS and Intel each made the difficult business decision to lay off some of their employees. This adds to several announcements made in the first quarter of 2024 and fourth quarter of 2023.

According to HR think tank WorkHuman, the objective of layoffs is to optimize resources and reduce costs. However, layoffs are challenging. They have a significant impact on those affected, causing loss of income and often a sense of community with former co-workers and teammates. For those whose roles are not eliminated, survivor’s remorse can occur, along with increased workload and organizational uncertainty.

The sudden departure of co-workers, often without prior notice, can evoke various emotions such as fear, sorrow, apprehension, uncertainty, diminished spirits, melancholy and feelings of being left behind. These emotions can lead to a lack of engagement and hinder one’s ability to perform effectively in their role.

For the leaders tasked with making these tough decisions, it is also challenging to lead with both justice and compassion. While the impact of layoffs is not universal and is disproportionately felt, there are enough challenging aspects to go around.

This is where compassion for fellow humans becomes a crucial tool of emotional intelligence for inclusive leaders in the channel. Any organizational change can be a difficult time for everyone involved, and demonstrating compassion and inclusivity before, during and after employee departures is crucial.

As we strive to develop inclusive leadership within the channel, here are some ways leaders and teammates alike can offer support post-layoff.

Before And During A Layoff

Transparency and respect: During times of layoffs, transparency is paramount. Being up front about the situation and the reason behind the layoffs builds trust and respect. Delivering the news in person, with HR present, demonstrates empathy and understanding. Providing a private space for employees to process the information allows them to react in their own way, without feeling pressured to mask their emotions.

Focus on the individual: Each employee impacted by the layoffs is a unique individual with their own story and contributions to the organization. It’s essential to acknowledge their efforts and express genuine appreciation for their work. Recognizing their contributions helps validate their worth and dignity, even in the face of difficult circumstances.

Post-Layoff Support

Severance package: Offering a fair severance package demonstrates a commitment to the well-being of departing employees. This package should include essentials like continuation of health insurance for a reasonable period, ensuring they have access to necessary medical care during their transition. In addition, providing outplacement services such as resume writing and interview coaching can help ease their transition into a new role.

Career support: Losing a job can be a significant blow to one’s confidence and sense of security. Offering resources such as access to job boards, career counseling or subscriptions to professional development platforms can empower departing employees to navigate their job search effectively. Offering to share a recommendation on social media platforms or serve as a reference for future job searches also can demonstrate a commitment to their long-term success even when the organization is unable to support them directly.

Emotional support: The emotional impact of a layoff can be profound and long-lasting. Providing access to Employee Assistance Programs or mental health resources ensures that departing employees have the support they need to cope with feelings of loss, anxiety or depression. Encouraging open dialogue about mental health reduces stigma and fosters a culture of compassion and understanding.

Inclusive Support

Be mindful of demographics: Layoffs may disproportionately affect certain groups within the workforce, such as older employees or those from marginalized communities. It’s crucial to recognize these disparities and ensure that outplacement services and support systems cater to diverse needs. Taking proactive steps to address potential inequities promotes fairness and equality within the organization.

Maintain communication channels: Departing employees may still desire a connection with former colleagues even after their departure. Depending on company size, organizations could establish communication channels such as an alumni network or a dedicated email list that allows individuals to stay informed about company updates, maintaining professional connections. Even if employees do not take advantage of these connections, creating an empathetic space can continue a sense of belonging beyond employment, demonstrating a commitment to long-term relationships with and between departed employees.

Leading with empathy not only supports individual employees but also contributes to a culture of compassion and resilience within the organization. Inclusive leaders can demonstrate compassion toward departing employees during a challenging time. Even small gestures can make a big difference in their job search and overall well-being.

Photo by Benjamin Child on Unsplash