Dear HR professionals,
Downsizing is never an easy decision for any business. When it comes to layoffs, how you treat people, both laid-off and remaining employees, will make huge different outcomes. If it's unavoidable, make sure that you do with 2 things: careful planning and dignity to do more with less.
Remaining employees need not only support but also motivation!
Be honest and open to them about the reasons of downsizing decision and the needs for all remaining stakeholders to move on and overcome the hard time. You need to talk with each of them individually and let them tell you their thoughts and concerns. One-to-one direct meetings can also let surviving employees know that they stay for a reason and how they are valued. Anything you can do to make them feel their stay is a win-win deal for you, as the employer, and for them, as valued contributors.
Also, gaining the trust after downsizing is a must because your employees have experienced a huge loss which caused by the company anyway. The downsized company will require its workforce to handle more tasks with more responsibilities. Thus, it's a good time for additional training provided by the company, which creates more opportunities for survivors' career development at the same time.
Re-engaging employees after a downsizing is not easy because they may face overwhelmed workload, work stress or even fear of the next downsizing decision. Allow them time and space to adapt to the new situation, but never leave them alone. Your thoughtful planning and deliberate actions will bring committed workforce back or not, it depends on your choice!
It's not a new topic, but still needed in recent economic downturns. For your reference:
HR Management: If You Have to Downsize, Do It Right!