Posted by Layoffs are never easy, no matter how big or small your company is. But the good news is that the economy will get back on track and start growing again. The challenge is to keep your employer brand strong during layoffs to keep the best people you already have and be in a good place to hire the best people when they send in their resumes.
As a result of the global pandemic, many companies hired many people at once, which had never happened before. Now, many companies, especially in the tech industry, have changed their economic outlook in a big way by stopping hiring or, even worse, announcing cuts.
How layoffs can hurt an employer’s brand
Layoffs and bad economy can hurt an employer brand in a big way. When there are layoffs, the public’s view of the company can be damaged, and workers may get upset. This can make employees less happy, productive, and loyal and get you some bad reviews on Glassdoor. Customers may also be less likely to trust a company that has had cuts or a hard time financially. When there are layoffs, or the economy is bad, business leaders must know how their actions will affect their brand and work to keep a good image for their workers and customers.
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Here are 4 ways to keep a good employer brand during layoffs:
Layoffs can be challenging for any company and could hurt its employer brand for a long time. If your company has chosen to cut back on staff, keeping a good reputation as an employer is important. Any plan to reduce the number of employees must include a plan for maintaining a good company brand.
1. Show compassion.
Leaders must care about the people who leave and those who stay with the company. When a company-wide layoff happens, your remaining workers will likely feel anxious, guilty, sad, and a range of other emotions. These people are also accessible for rivals to hire, and they may think it’s safer to leave than to stay. Consider giving your team internal and outside tools to help them deal with their feelings during the change.
2. Be open.
During a reorganization, it’s crucial to have an open-door strategy. Employees will have questions and want to know that their jobs are safe and their efforts are valued. In the short term, you should be ready to meet with rank-and-file workers more often. Take advantage of these chances and let your workers know they are being heard. Talk to each other honestly and freely.
3. Offer outplacement services to former employees.
Use a hired outsourced service or your own HR department to help these former team members move on to their next job. If you allow employees to find a new job, they are less likely to say bad things about their time working for your company.
Keep track of when people get new jobs and how many left your company to work elsewhere. Share these measures with the rest of the staff to show that you care about them as people and not just as job-doers.
4. Take care of your social networks.
Social media can be loud, and unhappy former workers can quickly ruin a company’s reputation. Whether they post negative reviews on Glassdoor or broadcast their dissatisfaction through their own channels, one or two employees can quickly reach thousands of possible candidates and clients.
The best way to deal with negative posts and reviews on social media is to expect them. This way, you can plan your answer and control your emotions. Decide how you will react when the inevitable Glassdoor review is posted (and you should respond, no matter how hard it is).
Have a plan for your own social media channels and figure out how to respond to pesky posts on other people’s platforms. Putting your head in the sand might be easy but it will hurt you in the long run. It would be best to be transparent and honest when you say the reorganization will help the company thrive in the long run.
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Anisa is a writer who focuses on career and lifestyle topics in an effort to motivate both job searchers and employers towards greater fulfillment in their professional lives.
Reach me at anisa@jobstore.com.