Managing Layoffs Without Destroying Your Culture [JULY 24TH, 1-2 PM EST]
EVENT DATE: FRIDAY, JULY 24TH AT 1PM EASTERN (60-MINUTE DURATION)
THIS PROGRAM COMES WITH THE RECORDING, WHICH YOU CAN WATCH AS MANY TIMES AS YOU WANT FOR 1 YEAR!
One of our famous studies is called "Don't Expect Layoff Survivors To Be Grateful." And we discovered that 74% of employees who kept their job amidst a corporate layoff say their own productivity has declined since the layoff.
This means that if your company is undertaking a layoff, your surviving employees are not going to work harder out of gratitude. In fact, due to their own anxiety and 'Survivor Guilt,' their productivity will drop and their morale will suffer.
This means that if you don’t manage your layoff process to keep surviving employees engaged and productive, you might lose all your supposed cost-savings through errors, lost productivity, and more.
How do you conduct a layoff that gets the support of BOTH the people who leave and the people who stay (and maintains the credibility of leadership)? Layoffs are never pleasant, but if you know exactly what to say and how to say it (as well as what words you should NEVER say), you can cut costs without destroying your culture or your credibility or the long-term health of your organization.
"MANAGING LAYOFFS WITHOUT DESTROYING YOUR CULTURE" will teach you...
- 15-Question Assessment that tests whether your organization is ready to conduct layoffs (and if not, what specifically you need to do to prepare)
- 4 questions that surviving employees will always ask
- 5 steps that every layoff process must address
- 6 conversations you should always avoid (Negotiating, Soft-Pedaling, Arguing, Disintegrating, Blaming, Reading)
- How to improve employees’ productivity after a layoff without destroying their morale
- What causes Survivor Guilt and how you eliminate it
- 3 ways for senior executives to engage with staff without prolonging the grieving process
- How to shorten the grieving process without being insensitive
- What is the 11-Second Rule and how to use it in delivering a layoff message
- Whether and when you should consider non-layoff alternatives (like hiring freeze, natural attrition, induced redeployment, early retirement, voluntary pay reductions, involuntary redeployment , etc.)
- How to respond when layoff conversations get off track
- AND SO MUCH MORE....!
We'll be answering these questions (and more)...
- How do you keep surviving employees productive and positive after a layoff?
- How do you prepare managers to deliver a layoff message?
- Why do you only have 11 seconds to deliver the layoff message?
- Are there viable alternatives to layoffs?
- How do you overcome Survivor Guilt?
- Who should deliver the layoff message (managers, executives, HR, etc.)?
- How much interaction should you have with the surviving employees?
- What questions do surviving employees always ask?
MARK MURPHY, FOUNDER OF LEADERSHIP IQ, NEW YORK TIMES BESTSELLER
Mark is a New York Times bestseller, author of 7 books, Senior Contributor to Forbes, ranked as a Top 30 Leadership Guru and the Founder of Leadership IQ. He’s trained leaders at the United Nations, Harvard Business School, the Clinton Foundation, Microsoft, MasterCard, SHRM, and hundreds more organizations. Mark's work has appeared in The Wall Street Journal, The New York Times, Fortune, Forbes, Bloomberg BusinessWeek, and U.S. News & World Report. Mark has also appeared on CNN, NPR, CBS News Sunday Morning, ABC’s 20/20, and Fox Business News.
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