There are times when you simply must let someone go. There are other times when you must let a lot of people go. How can you use the stages to do that better? Firings and layoffs are incredibly stressful times for everyone involved. First, you have to drop the bomb and tell them what is happening. Then, you have to carry it out and deal with the inevitable backlash. Yikes. Firings and layoffs may never be comfortable and fun, but you can avoid a lot of the backlash that you are fearing.
When you let someone go, you are putting them directly and immediately into Stage Three (needs). They will be instantly filled with fear: fear of an uncertain future, fear of loss, fear of lacking resources, fear of their own unworthiness, and so much more. Everyone reacts differently to fear. Some go quiet and others become violent. But fear is exactly what you will evoke in them. You can not prevent the fear, but you can lessen it. Here are some things you can do.
First, if you are laying off more than one person, tell them in a group in person. Do not isolate them. Isolation is terrifying for the average person. A group environment in this situation offers shared suffering which calms everyone down and forms bonds. They will comfort each other. Focusing on others is a great way to move into Stage Four. That is exactly what you want them to do. After focusing on their coworkers, they will naturally focus on their family, and begin to chart a new future.
You might consider a layoff workshop where you tell them the bad news, and immediately form small groups for an exercise in helping each other chart a plan for a new future. Do it quickly and get them focused on each other. That is the point. If you can offer severance packages that will replace their paychecks for a few months, that is ideal. If you can offer packages that include the help of a recruiter, or education funding for new certifications, etc, all the better.
Avoid any form of slow torture. Do not tell them months ahead of time. Do not drag out this uncertainty. If you can offer access to a life coach or mentor, that would be ideal, as they may have private issues that they would not want to voice in the work environment.
For single person firings, you will want to adhere to the same quick timeline. If you can, help them craft a new future for themselves. Similarly to layoffs, if you can offer severance, the help of a recruiter, education assistance, or access to a confidential advisor, it would be ideal.
Either way, make it in person, and at work, not by email or phone at home. They will need a chance to respond and ask questions and you don’t want that need to become desperate. I recommend against having security escort them out. It’s just demeaning. Treat them with the same human dignity that you would want.
