Dear Yogesh,

I am an executive leader in a giant global organization. Massive layoffs were announced last week. I have a team of five direct reports, with hundreds of people reporting to them. I don't know everyone, but I do know many people.

Layoffs will be catastrophic for these people. When I enter the office now, there is an utmost silence. The sideways glances that ask whether I know something are unpleasant. I don't know if I'll still be employed after this.

What can I do to maintain my composure? And how can I encourage people to endure till the axe falls?

I've heard about such things, but I've never actually experienced them.

Regards,
Sushmita

Dear Sushmita,

I apologize. This is one of the most significant downsides if you are associated with a big company. According to neuroscience studies, our brains dislike uncertainty and perform worse when it exists.

It borders on recklessness for a company to announce significant layoffs with no other details and no strategies to assist managers in managing the process. A CHRO occasionally puts in a lot of effort to control the emotional effects of significant layoffs. However, managers are usually working alone. Unless your supervisor, who is shockingly missing from your situation, can offer you some advice and direction, it sounds like you are one of them. Unless you know, there is no aid to be found there, that would be your first port of call for assistance.

Firstly, you must look after yourself to be able to care for others. The moment is now if there is anything you can do to make it happen.
Exercise, eat healthfully, rest, and practice meditation. Update your CV and LinkedIn profile if it helps you feel better. If you need a job soon, consider contacting former co-workers and others in your professional network.

You can only make things as comfortable as you can in the absence of information. Bring your team together and address each member's issues so that at least conversation is occurring rather than simply sidelong glances. Although you don't want the discussion to turn into a whining session, giving folks a safe space to vent will be beneficial. Start the conversation by asking everyone to express their feelings without spreading rumors.

You can always change the topic by asking:

• How can you maintain your focus in the face of this uncertainty?
• What can I or another member of the team do to assist you right away?
• How can we continue to concentrate on what is effective right now?
• Who is doing an action they can share with the group that makes them feel resilient?

Inform your people of your knowledge and ignorance and ensure them that you will share whatever intelligence you obtain as quickly as possible. Please encourage them to take the best possible care of themselves. Give them specific instructions on what to concentrate on to continue driving the team toward its objectives. No one should become engulfed in frantic overperformance to save their jobs. That will make the situation worse.

Breathe. Get your people to take a breath.

Remember that you are bright, capable and that everything will be OK. Remind your people that they are strong, talented, and brilliant. They will be OKAY.

Yogesh

Reference Link: The above is an adaptation of a blog written by MADELEINE HOMAN BLANCHARD on April 22, 2023, https://resources.kenblanchard.com/blanchard-leaderchat/dealing-with-impending-layoffs-ask-madeleine