Between the Great Resignation, quiet quitting, and mass layoffs, there is a ton of uncertainty in the job market and economy right now.
Over the last couple of weeks, we’ve seen companies like Meta, Twitter, Lyft, Coinbase, Shopify, Netflix, Microsoft, Robinhood, and others lay off thousands of employees. Unfortunately, we’ll continue to see more companies follow suit throughout the rest of 2022.
If your company has recently laid off employees or is planning on letting people go, managers should be conscious of how this will affect those who stay with the organization. These team members may have anxiety about their job security and the success of the company. They may also be afraid to take on the work of those who are gone, leading to burnout, low engagement, and underperformance.
During layoffs, hiring freezes, and major structural changes, companies must focus on building culture and protecting employees’ well-being. In order to retain remaining employees and prevent burnout, company leaders and managers can prioritize the 3 Cs: Communication, Community, and Coaching. The Perfeqta team outlined how you can get started.
Whether your company is going through a layoff, hiring freeze, or restructuring, be transparent about what’s happening internally. Share the facts about why downsizing is necessary and avoid dismissing what’s happening. Your people are talking about what’s going on, so the biggest mistake leaders and managers can make right now is to not say anything at all.
Increase your contact with your team and have open discussions about employee sentiments. Manage expectations and listen to their concerns, fears, and doubts. Share what you know from the top down and create a feedback loop so employees feel comfortable advocating for support.
If you’re in a management or leadership role, it may not be your fault that organizational change is happening, but it is your responsibility to show up for your team.
Keep team-building activities on the calendar so employees are able to connect with each other inside and outside of the workplace. Some team members may feel alone and out of the loop. When you prioritize teamwork and make sure everyone is aligned on department goals and priorities, they will see how their contribution supports the company’s evolution during a time of change. This also ensures no one is working in silos or feeling out of place.
Survivors' guilt is real after a layoff and your employees may be wondering if they have a future at your organization.
Leaders and managers can nurture a safe environment by talking to employees 1:1 and making sure they feel valued, supported, and set up for success. If your team is smaller, make sure your people aren’t overworked or overwhelmed. Move due dates if needed and help them prioritize their most important tasks. This is the time to focus on professional development and helping team members create an effective career roadmap without burning out.
Provide your employees with training on how to manage up, communicate with confidence, and advocate for support. Perfeqta’s Virtual Career Retreat for Women in Leadership will cover how to:
This full-day retreat will be held on both Dec. 13th and Dec. 14th. When registering, attendees can choose which day works best for their schedule.
We encourage all attendees to use their employer-sponsored professional development funds to pay for this course. And if anyone is unable to make the live training, recordings will be made available to everyone who registers.
Here are six essential traits of a leader who wants to build a healthy company culture, and make employees feel valued and supported.
Before asking employees to return to the office full time, take a look at some of these remote work best practices.
When you create a workplace that gives employees a sense of belonging, you’ll see performance, productivity, and profits increase – and you do it by being an ally and prioritizing the safety and wellbeing of every team member. Allyship requires intentional effort, self-education, self-awareness, action, and results. Allies understand and recognize privilege, and in some cases, will share that privilege with others.
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