Layoffs are a painful experience for everyone. That’s why it’s so important to have a plan in place for rebuilding company culture after layoffs.
Whether it’s the managers sharing the bad news, the employees being let go, or the ones left behind, layoffs can create an atmosphere where people feel afraid. Afraid they’re next, afraid for their colleagues, or afraid of the consequences that might come from them sharing their concerns.
And we live in a time of mass layoffs. In the US tech sector alone, layoffs cost more than 100,000 people their jobs in 2023.
61% of adults between 18 and 34 have felt pressure and anxiety over layoffs. 46% of employees who were laid off were unprepared.
Companies that do have to go through layoffs therefore need to prepare employees, and the company culture, for these tumultuous times.
They also need to have steps in place for rebuilding company culture after layoffs. This can be a volatile time where everyone feels like they’re walking on eggshells, they’re worried for their jobs, and they’re adjusting to the new normal.
So, how do you go about rebuilding company culture after layoffs? Let’s take a look:
Have the uncomfortable conversations
Layoffs are challenging times. But they’ll be even worse if you don’t have the hard conversations.
It’ll be uncomfortable, you might squirm, but you’ll feel better once it’s over with.
It’s worse to carry around – and bottle up – questions, guilt, or other negative emotions that can impact your personal relationships, your work relationships, and your ability to perform at work.
The sooner you rip the bandage off, the better you’ll feel. Plus, the faster you’ll succeed at rebuilding company culture after layoffs.
Create a psychologically safe space
To have the uncomfortable conversations, you – and employees – need to feel safe voicing opinions and concerns without consequences.
If that fear is there, there’s already something wrong with your company culture and layoffs will only make it worse.
Employees could share their feelings in a one-on-one with a manager; a company-wide town hall; in an employee resource group; in an employee feedback survey; or somewhere else.
Wherever it is, they need to feel like decision-makers hear their concerns.
Otherwise, it can add to the already stressful time of layoffs and the looming sense of dread and uncertainty that comes with it. You’ll have a much harder time rebuilding company culture after layoffs if you haven’t built up that psychological safety.
Build connections
Sometimes, during layoffs, people’s work friends can be asked to leave while they get left behind.
Work is one of the main ways many of us socialize. So it’s important to ensure employees can still find and make new friends.
Setting up ERGs enables employees to connect with those who share similar interests or backgrounds to them. These groups also help foster relationships and create a sense of belonging, in addition to helping with rebuilding company culture after layoffs.
Be open and honest
Open and honest communication is key to any positive company culture. It’s how employees feel psychologically safe at work. Plus, it leads to greater creativity and innovation, and it makes people better problem solvers. It also means that any issues or conflicts that arise don’t stick around to fester. You can have the conversations that solve things sooner rather than later.
Making employees aware of what’s happening, what will happen, and being honest when you don’t know certain answers will help to allay some of their concerns.
Consider explaining why the layoffs are happening, and why now. You may also explain why the people who were let go were chosen.
It’s not a panacea, but it should at least calm some of the anxieties. Particularly if there are a significant number of far-reaching cuts, and you need to get out ahead of rebuilding company culture after layoffs.
Offer psychological support
Layoffs can be so stressful there’s even a term called “workplace survivor’s syndrome”. It’s a form of post-traumatic stress disorder (PTSD) that can impact those left behind.
Contrary to the belief that they should feel glad they still have a job, many are left feeling concerned about how long that will last. Are they the next to go? It can also be overwhelming taking on their departing colleagues’ workloads.
It’s important to acknowledge how stressful this time can be for employees and offer them support in terms of coaching, mentoring, or counseling where they can talk through how they feel with someone unrelated to your organization.
That way, they can learn the coping techniques to come to terms with the situation, process their grief and guilt, and find a way to move on in the new normal. Individualized support like this can go a long way towards rebuilding company culture after layoffs.
Re-align everyone with your values (or set new ones)
It can help to refresh, review, or even update your values during a time like this.
Things are already up in the air, so if employees don’t know what your values are, or they’ve fallen by the wayside, this refresher can give them a renewed focus on what the company goals are and what you want to achieve in the short- and long-term.
Reminding everyone what you stand will set you up for success when rebuilding company culture after layoffs.
Conclusion
It’s important to find avenues for rebuilding company culture after layoffs. Otherwise it can lead to employees questioning their roles within your organization. You don’t want to risk losing your key players because they decide your team is no longer the right place for them.
Supporting employees, listening to their concerns, and communicating honestly with them can help employees feel more secure and work toward future-proofing your organization.
Need help creating a safe space for connection?
Would you like to set your organization up with a central hub for rebuilding company culture after layoffs?
Workrowd has what you need. With all your employee programs, groups, and events in one place, plus automated feedback surveys and more, you can give team members more of what they want with less effort.
Plus, our real-time analytics dashboards help you track the impact of your initiatives, so you always know how far you’ve come at rebuilding company culture after layoffs.
Ready to learn more? Visit us online or write us directly at hello@workrowd.com to schedule your free demo.
