Layoffs have a tremendous effect on all aspects of the workplace ecosystem. While employees may have to face one of the largest hurdles in their lives, managers and leaders may need to initiate some of the toughest conversations ever.

Toeing the line between your responsibility as a leader and your own emotions is not always a bump-free road. Each of us has our own way of dealing with difficult conversations. We hope these strategies will help make this phase easier on you, and your teams!

NAVIGATING “THE” CONVERSATION

· Prepare and rehearse: It is natural to feel nervous or flustered during the conversation, however try to have the key pointers in mind, well-practiced and thought out.

· The start: Try to share the news of the layoff in the first few statements. While it may seem cold at times, trying to engage in a lot of small talk might make the employee anxious.

· Logistics: If it is a virtual meeting, turn on the camera, keep your necessary and related documents handy and sit in a distraction-free zone. In an office environment, try to ensure the comfort and privacy of the employee.

· It is about the employee: As hard as this conversation can get, try not to focus too much on your emotions during the conversation. The employee might not have the headspace to contain your emotions too.

· Empathy: Demonstrate empathy. Use feeling words to reflect what they might be feeling. For example, use statements like “I understand this is a very difficult time for you”, or “I can imagine how frustrated or angry you must be feeling at this point.”

· Silence: Try to use silence at the right moments. Check in with the employee from time to time. Any individual would need time to process this news. Be comfortable with awkward silences.

· Appreciation: Be genuine when you share your gratitude and appreciation for the individual. Thank them for the contributions and be specific by mentioning a few of their achievements.

· Alone time: After the conversation, give the employee some alone time to gather their thoughts and emotions if they wish to.

· What to avoid: Do not blame any external parties or make promises about future opportunities. Stay mindful of not making light hearted jokes. Try asking if the employee needs something specifically from you, rather than simply asking “are you okay”?

DON’T NEGLECT YOURSELF

As a manager or leader, you may have to handle the team post layoffs as well. In such scenarios, feeling helpless, angry, frustrated and alone are natural immediate responses. Remember that your self-care is key when it comes to dealing with these changes and emotions:

· Seek support and comfort in conversations. Try to speak to your mentors in the workplace and beyond about how you feel.

· Identify the feelings (Disappointment, anger, guilt?) You might often feel responsible for the negative emotions that the employee is going through and feel the same feelings along with guilt. To be able to talk about those emotions or seek the necessary support from others, you will have to identify them first.

· Try to shift focus from any blame on yourself or the organization. This can help deal with the feeling of guilt, as you can look at the layoff as a part of the organizational structure.

· Take time out to bond with the team members and check in on their feelings. Validation from other team members working with you might boost your feelings after a crisis.

· Reflect with a positive outlook on what went well in the year and what is working for the team. Share this with your colleagues.

· Do not ignore your physical health when it comes to dealing with stress. Focus on your sleep, diet and exercise.

· Nurture your life outside of work. Engage in hobbies, spend time with family and friends. Have non-work conversations too!