Preparing for the Layoff Meeting
Positions for Layoff Have Been Identified - Now What?
Once you've been in contact with your ER analyst, and provided completed Layoff Worksheets for each affected employee, your ER analyst will assist you with creating the Layoff Notice. Know that the process of laying off employees is emotionally stressful for everyone involved. You should also prepare to manage many practical challenges as well. It is important to understand and prepare for the process in advance of the notification day.
Roles & Responsibilities of Managers
When delivering the layoff notice, Managers and Supervisors are responsible for:
- Understanding what is contained in the employee layoff packet materials
- Communicating why the layoff is necessary
- Providing clear and transparent information as appropriate
- Understanding when and which resources to refer
- Determining how you will manage conversations with employees receiving notification but absent on the notification day
- Determining logistics for how you will set up your Layoff Notification meetings
Preparing for a Layoff Notification Meeting
The purpose of the notification meeting is to personally inform the employee in a sensitive, straightforward manner that his or her position is being eliminated or otherwise impacted and to provide information about the layoff process and next steps. An effective layoff meeting can help avoid problems between the employee and manager or the University. It will also help to ensure that the employee is aware of available resources.
The following suggestions are intended to help you to handle the task of delivering a layoff notification:
- Take time to prepare for the layoff meeting. Your main function is to communicate the facts and reasons for the layoff, the time frame for separation, and information about next steps.
- Review the layoff notice and layoff packet materials so you’re familiar with the contents.
- Prepare what you will say. Plan what will be said, how it will be said, and in what sequence.
- Select the appropriate time and place. Use a private place away from the employee’s immediate work area. Allow enough time to respond to all questions and issues, but do not prolong the meeting unnecessarily. Choose a time close to the end of day or shift to communicate the layoff; this will enable the employee to leave easily, if necessary. If several employees are to be notified, schedule the appointments in close succession.
