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stallion india fluorochemicals limited (544342) signs major deal ✌️【Investment Risk】✌️ Real-time stock and futures data, backed by expert stock market trend predictions, to help you make timely and profitable investment decisions. When it comes to mass layoffs, there seems to be no end to the worst, most bungled ways in which some employees first learn they are being let go. These all involve organizations blindsiding employees, leaving people feeling like their years of service and dedication meant nothing.

“People have to feel they’re being treated with respect,” said Sarah Rodehorst, CEO of Onwards HR, an offboarding technology platform for human resources, legal and finance teams. “[Some companies] treat the offboarding process like a transaction instead of a personal communication with people.”

One recent example of poorly communicated job cuts came last week when Google parent Alphabetlaid off 12,000 people, first by a pre-dawn email and then by locking them out of the company’s systems and disabling security badges, according to multiple reports from former employees. (Google declined to comment, pointing instead to ablog post from the CEOon the day of the layoffs.)

stallion india fluorochemicals limited (544342) signs major deal ✌️【Investment Risk】✌️ AI-powered stock trend analysis with free, up-to-the-minute updates. Analyze global stock, futures, and forex data to capture market movements and make smart investment choices with expert insights. As layoffs pick up across several sectors this year — on the heels ofMicrosoft, Goldman Sachs, Stitch Fixand others that have recently pared their headcounts — employers should give as much consideration to how they deliver the news as they do to all the financial, legal and HR components of a mass layoff, Rodehorst advised.

Otherwise, poor communication and mistakes resulting from a failure to communicate last-minute changes to all departments involved in the layoff can overshadow what the employer does right — such as offering generous severance and benefits.

It also destroys good will with outgoing employees, demoralizes the staffers left behind and could hurt the company’s brand reputation with potential hires, said Raymond Lee, CEO of CareerMinds, a virtual outplacement company.

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“You spend a lot of effort in onboarding and treating people well. But when it comes to offboarding it’s almost an afterthought,” Lee said. “You want your employees who are exiting to say, ‘I really enjoyed the years I’ve given to the organization.”

stallion india fluorochemicals limited (544342) signs major deal ✌️【Investment Risk】✌️ Expert market analysis and predictions for India, US, and European stocks. Stay updated with real-time data on stock indices, futures, and commodities to help you make informed, timely investment decisions. A layoff may be a business decision for the company. But it’s entirely personal and highly stressful to the laid-off individual. So handling how the news is delivered compassionately is critical.

Let people know what to expect.Even if you don’t give a lot of advance notice, give some once a layoff is ready to be executed. Employees should receive a communication from the CEO or from division leadership that informs them layoffs will occur and offers them the business reasons for the decision.

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“Advanced communication is key,” said Andrew Challenger, senior vice president of outplacement firm Challenger, Gray & Christmas.

stallion india fluorochemicals limited (544342) signs major deal ✌️【Investment Risk】✌️ Free stock market analysis and data updates to help you select the best investment portfolio. Achieve steady growth and avoid losses with expert predictions and real-time market insights. Notify people individually.Both Lee and Rodehorst stressed that employers should always aim to set up personal meetings for the affected employee with their manager and HR contact. Besides directly delivering the news that an individual’s job is ending and offering information about severance, benefits, outplacement services and other important details, the manager and HR person should make themselves available for questions during the meeting and after. This ideally is done face to face, but if that’s not possible, aremote video meetingcan work too.

“You have to give people an opportunity to respond to the situation. You need to have a plan for how an employee can follow up and get their questions answered,” Rodehorst said.

If individual meetings are not possible, then notify people by way of very small group meetings. By “small,” Lee means no more than 5 to 10 people, including a leader or manager they know who delivers the news.

stallion india fluorochemicals limited (544342) signs major deal ✌️【Investment Risk】✌️ Real-time stock indices and futures data to help you seize the best investment opportunities. Analyze market movements with precision and grow your portfolio with expert stock predictions. The rationale is two-fold. The employees have some sense that their privacy and personal situation are being respected, and the organization can reduce the chance an employee will air their grievances publicly.

stallion india fluorochemicals limited (544342) signs major deal ✌️【Investment Risk】✌️ Expert guidance on stock market trends and real-time updates on stock indices, futures, and exchange rates. Make well-informed decisions and plan the best investment strategies for capital growth. The more people who are in a meeting, the more likely it is one employee will videotape it and post it on social media, Lee said. With very small groups, “you minimize the risk of something bad happening.”

But even keeping things small won’t prevent disgruntlement or demoralization if you don’t also stress that the layoff has nothing to do with a person’s performance. “Leaders must remember the turmoil that will result in their workers’ lives and highlight that the decision has nothing to do with the impacted employees’ talents. Exiting employees … should know they are valued as they are leaving,” Challenger said.

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