Taking care of the employees who remain after a layoff | RiseSmart

TAKING CARE OF THE EMPLOYEES WHO REMAIN AFTER A LAYOFF A recent RiseSmart study of HR professionals around the country reveals that too few organizations have a plan to take care of those who remain after a layoff. This ebook includes the results as well as a few survival tips for companies hoping to protect the employer brand and return to productivity quicker. © Copyright 2018 RiseSmart, Inc. All rights reserved.

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WHAT ARE THE TOP THREE CHALLENGES FOR THE EMPLOYEES WHO REMAIN AFTER A LAYOFF?

HOW LONG DOES IT TAKE SURVIVORS TO BE FULLY PRODUCTIVE AGAIN AFTER A RIF?

Lack of motivation and confidence

Lack of voice, i.e. feeling “afraid” to be proactive or provide suggestions 1.

Anxiety over what will happen next

A quarter Half a year

Less than a month

SET GOAL Return to productivity and retain remaining talent

2.

A year or more

CREATE STRATEGY Have a formal plan and support from contemporary career transition experts

3.

IMPLEMENT TACTICS Address the needs of the surviving employees

2

WHAT IS THE IMPACT ON YOUR TALENT ACQUISITION EFFORTS?

WHAT IS THE IMPACT ON YOUR BRAND?

Having an outplacement provider who can get impacted employees back to work, provide resiliency training, and record alumni employee sentiment will help improve the impact on the employer brand.

3

DOES YOUR ORGANIZATION PROVIDE NOTIFICATION TRAINING FOR MANAGERS PRIOR TO A RIF?

DO YOU OFFER INTERNAL MOBILITY AS A WAY TO RETAIN EMPLOYEES?

An investment in resiliency training and other programs designed to help employees deal with survivor guilt and anxiety over job security helps to get workers back on track and improves the bottom line.

Do not have a formal plan for a redeployment program Would give preferential treatment to a lessqualified internal candidate above a well-qualified external candidate

Of those who do have a redeployment program – are doing it themselves

Work with a contemporary career transition services provider to install a proactive program to make sure internal candidates have the opportunity and preparation to fill open positions within the organization.

4

SURVIVAL CHECKLIST Partner with a contemporary outplacement provider Provide notification and resiliency training for mangers

Offer resiliency training to surviving employees Create a plan for addressing the need of the survivors

Offer Internal mobility Monitor social media channels and gather alumni sentiment

5

DOWNLOAD THE FULL STUDY Visit www.risesmart.com/survivor-ebook RiseSmart Inc. 877-384-0004 sales@risesmart.com 55 Almaden Boulevard, Suite 800 San Jose, CA 95113

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