This “how to” guide was put together for companies facing the difficult decision to reduce staff and who want to handle layoffs with respect and dignity. It provides a high level framework for planning, communications, and support during and post a reduction in force. This is a simplified framework and process designed for companies:

• 20-500 employees
• Limited HR support, budget, and/or experience with staff reductions

<aside> 💡 Note: There are legal implications to reductions. Be sure to review your plans and severance documentation with your employment attorney in advance of implementing a reduction in force to ensure you are in full compliance of the law.

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Before getting into logistics and planning, we believe the following principles are critical to handling a reduction in a healthy, respectful way:

• Be thoughtful about when and how you communicate. During the planning stages, there’s a lot of emphasis on budget and numbers, but we’re talking about people. Remember to stay focused on when and how you communicate with the team. Keep communication lines open.
• Demonstrate respect and empathy. When you reduce staff, you have a dramatic impact on people’s lives. It’s imperative you treat each person with as much kindness as possible. Prepare leaders and managers to handle these conversations with the care that’s required.

1️⃣ Plan Carefully

2️⃣ Communication Day

3️⃣ Support for Affected Employees

4️⃣ Support for Remaining Employees

If you have questions or need more support with any aspect of a reduction in force, you can reach us at [email protected].