NobelBiz® Blog | First Contact Podcast VIDEO & ARTICLE | How to Boost Morale after Layoffshttps://nobelbiz.com/wp-content/uploads/2020/04/christian-montes.png Host Christian Montes Executive Director of Sales at NobelBIz Sometimes in business, you have to know which way the wind is blowing. And most of the time, this means that a period of downsizing is coming. So, how does one go about this? The answer is in the way you’re treating people. And here’s why! More from the episode! https://nobelbiz.com/wp-content/uploads/2021/03/cerculet-01-300x300.png Guest Gary Pudles CEO & founder of AnswerNET Published on March 19, 2021 How to Boost Morale after Layoffs When an organization is faced with a situation of layoffs, feelings like anxiety and uncertainty might surface at the workplace. Management needs to help make the adjustment easier for the employees that are leaving, as well as for employees who will keep their positions. They will be wondering about what happened to their colleagues and might worry about their own job security. By getting in front of the narrative, you can address the change effectively by communicating about impending layoffs as openly as possible. Having a detailed plan and maintaining a level of engagement and transparency, will save your employees stress and lack of productivity. Last but not least, regrouping and clarifying what the restructuring means for the survivors, is also an important step after a downsizing period. PGlmcmFtZSBzcmM9Imh0dHBzOi8vb3Blbi5zcG90aWZ5LmNvbS9lbWJlZC1wb2RjYXN0L2VwaXNvZGUvNExqMktGR3ZDSDNXY2pQTHl6T3RFWCIgd2lkdGg9IjEwMCUiIGhlaWdodD0iMjMyIiBmcmFtZWJvcmRlcj0iMCIgYWxsb3d0cmFuc3BhcmVuY3k9InRydWUiIGFsbG93PSJlbmNyeXB0ZWQtbWVkaWEiPjwvaWZyYW1lPg Christian: Do you have any advice on how to keep the morale for the people who stay after layoffs? After making those hard decisions, how do you keep them doing the work and being able to look at it as something that was needed versus “Oh, my gosh, the business is going down the drain!”? Treat People with Respect Gary: I'll call this a very Canadian thing, because it's codified in Canada, but it's institutionalized at AnswerNet. And that is to treat people with respect. When you need to let somebody go, treat them with respect, don't use that as an opportunity to crush them or crush their soul. So I'll give you a couple of interesting examples. When we've had to close down centers and we had to let people go. I said: you have to listen to people, and you have to give them a chance to have their say. And that's an important thing. Now, I've told my leadership: if firing somebody is ever easy, even if they're a horror show, please quit. Because when you terminate somebody, you're telling them that they're not what you want. And what they're hearing is: ‘you're not good enough, you don't have the talent, or you don't have the skill.’ Sometimes the best move is to say nothing, or to say: ‘it's time to move on.’ It's about having serious respect for human beings and understanding that many people attach their self worth and their own identity to the work they do. Early in my career I wanted to work for Burger King because the Whooper was my favorite sandwich on the Planet at that time. And I got fired from Burger King because I wasn’t the right fit, I wasn't in the right culture. My coworker would goof on me because I was more of a brainiac than the guy who sweep the floor at Burger King. But the guy who wanted me to prove I was beneath him handed me the scrub brush and said sweep the floor. The owner of the franchise walked up to me and said: ‘Why are you sweeping?’ And I said: ‘This is what I was handed.’ And he realizes that I just didn’t fit at Burger King. Maybe it's Not a Cultural Fit So people get fired for all different kinds of reasons, sometimes it’s just not a cultural fit. Sometimes they can’t do the job that somebody has in mind and sometimes it’s bad leadership. I can think of a number of people that have left my company because of the manager that they were reporting to. And in more than one case, it was probably because we didn't give them what they needed to be successful. And that's what happens sometimes. Christian: Well, that's great advice. To really look at it as a leader, and taking the ownership of where you could have done better, or what leadership in general could have done differently. But also realize that you have to make those tough decisions and when you do, treat people with respect. Work Remotely with our True Omnichannel Solution: NobelBiz OMNI+ Brings Your Contact Center into the Present You need a solution that lets you do everything remotely, from a single platform with as little effort as possible. That’s where NobelBiz OMNI+ comes in!