Remote Layoffs

Laying off employees is never fun and can feel even worse in a virtual environment. If you’re an HR manager or a business owner faced with conducting remote layoffs, do you know how to handle the situation?

Remote job cuts are a bit nuanced. The best practices are different than they are for in-person layoffs. Some approaches are better-suited for remote work and virtual settings than others.

How not to conduct remote layoffs

Maybe you’ve heard about some companies laying off swathes of remote employees en masse via virtual calls or email. That may seem par for the course in a remote work era. Still, both of those impersonal layoff scenarios are the wrong way to go about it.

Even if the business is in a crisis and facing mass layoffs of hybrid workers, you can still put forth the effort to properly manage layoffs for remote jobs that will cease to exist. For your employees in remote positions, a well-planned announcement can help soften the news slightly. You might not be able to retain all of your employees, but you can certainly help to retain their dignity and offer support as they transition into the next phase.

Make terminations individual

There’s never a good reason to lay off more than 1 person during a meeting. Mass layoffs might be happening at your company, but that doesn’t automatically equate to mass layoff meetings. Individual termination meetings are a more respectful way to handle this situation.

Ensure meetings are private

Individual meetings are, by nature, private. But make sure you take proper precautions to guarantee privacy. Do not schedule a series of meetings featuring suspicious titles that everyone can see on a shared calendar, for instance. Also, conduct these meetings where you won’t be overheard.

Record meetings for everyone’s sake

One advantage of meeting virtually is that meetings are easy to record and archive. Recording meetings are essential to HR archives. And they might be useful if issues arise in the future about the layoff or the employee’s unemployment claim.

If you are going to record meetings, pay extra attention to what you say and in what manner so you don’t open up the company to litigation. A script can help you stay on track.

(Before recording meetings, there are legal and privacy issues to consider. So be certain to include the right professionals. Consult an HR representative and/or the worker’s direct manager.)

Follow the golden rule

The virtual setting need not suggest impersonal layoffs. Treat laid-off employees how you’d like to be treated in this situation. This means providing them with the attention they deserve, plus time and space for processing what’s undoubtedly a harsh reality. Communicate the layoffs with the same integrity you would in-person. You can do this by making sure you are free of distractions. Devote your attention entirely to the employee throughout the meeting.

Be prepared with severance information

The first thing your employee will wonder and worry about is how they’ll pay the bills. Be prepared with severance information (if applicable) and an explanation of how supplemental unemployment benefits work (if they qualify). Any COBRA health insurance or other benefits available to them should be shared at this meeting.

You can also send the employee a private email detailing what’s available. This creates a record that their benefits options were communicated and lets them review the specifics after your meeting.

Benefits information is usually best delivered by an HR professional so there is minimal risk of miscommunication.

Address the return of company property

If the employee has company property, such as a laptop or furniture, you’ll need to have a plan in place for its safe return. Asking your employee to drop it off may be asking a lot. Instead, consider offering a pickup concierge service.

Exact details will vary from business to business, so decide how you’ll handle this before you schedule the layoff meetings.

Consider helping with outplacement services

Offering your employees help with their career transition and finding a new job is a great gift to give if you can provide it. Plus it helps to avoid burning bridges. Outplacement also serves to protect your company’s brand, which may help to attract business and other candidates in the future. Services can include just about anything from career coaching to help with resume writing services.

Be conscious of timing

The timing for layoffs has an impact on how they’re received. The best day for layoffs is Tuesday, by many professional standards. This will give you time to produce any last-minute paperwork on Monday. It also steers clear of dampening your employee’s weekend. Granted, exact days and times might vary based on your business hours and any time zone differences that might apply.

Get help with employment issues

Remote work layoffs are challenging to conduct. But the right approach can make them sting a little less, strengthen your reputation, and help set up your employees for their new chapter in the workforce. Remember to work a plan for them into your layoff strategy. For more help with employment matters, other HR topics or business strategies, consult the resources at Workest.