Over the past decades job cuts have been quite a widespread and common approach to solving specific business problems or to increasing the level of companies' profits and efficiency. However, layoffs are not always produce the desired results and they may even at times have some very negative consequences for the companies that resort to such practices. Many companies still time after time and year after year resort to layoffs, though for some companies such practice becomes inevitable on the account of losing their production capacities or going through the financial strait. You always have to pay attention to developing a proper layoffs strategy, which will help your company minimize pains, negative consequences and side effects of the layoffs.
The worst thing an employer can do, when resorting to layoffs, is to fail to do any pre planning. In this case, it would be really hard for him or her to properly and effectively control the process and its consequences. Layoffs put a company's life and performances under much stress and may evoke very negative reactions of both those employees, who have to leave, and survivors. Moreover, the layoffs process may become very distracting for your company and leave your consumers with less attention and with a poorer service quality than they were used to, which, in its turn, will have a grave and damaging effect on your overall business performances and productivity. Therefore, approaching the layoffs, an employer has to be able to develop a strategy and a plan for carrying them out. Furthermore, the layoffs are always a possible occurrence in every business; thus, the company management should be able to develop its approach and criteria for such layoffs way before they even consider the possibility. The top management should notify a company's employees about these criteria so that people are able to build up their skills and performance accordingly.
Before engaging into the layoffs' process, an employer has to be able to identify all the possible positive and negative outcomes of it. In addition, an employer should be able to do the benchmarking for identifying the characteristics and critical success factors of the layoff process. What you really need to do is to study your previous history of layoffs, if you have one, to gain a consultation from a layoffs expert, to calculate your future layoffs' budget, to re-determine your company's business goals for the next few years, etc. Another layoffs issue, which is of great importance for executing successful layoffs, is considering and meeting all the law demands. If you go without it, you run a risk of getting yourself into trouble. Hence, build up your layoffs budget, including in it all the costs for outplacement, counseling, extended benefits, severance packages, consultant and legal advice, closing facilities, retraining and redeployment.
Finally, one of the most important parts of your layoffs plan should focus on determining what workforce you need to save. For, only in the case, when you can decide who is staying and who is leaving, and what consequences it will have for your business, your layoffs plan will produce positive results for your company.