Keeping Remaining Employees Engaged After a Layoff
Publisher: ICC, Inc
Access this content
Your content has been opened.
Keeping Remaining Employees Engaged After a Layoff has been emailed to . Entered the wrong email?
Don't see the content in your inbox?
Make sure to check your spam and other messages folders.
Can't get to your email right now?
To complete your registration and access this content, enter the sign-in code sent to your email.
Please enter a valid verification code.
Code sent to:
Register to access this content
By accessing content on the SHRM Human Resource Vendor Directory you agree to our Terms of Service and Privacy Policy; and, you acknowledge that your information may be shared with the content publisher.
When you go through a layoff, downsizing or reduction-in-force – whatever you call it - it is radically important to treat departing employees with respect and compassion. For one thing, it is the right thing to do considering the devastating impact that a layoff can have on employees. In addition, the experience that employees have as they are forced to depart can affect your company’s reputation in the community, with your customers and within your industry. By treating exiting employees well, for example, by communicating openly and providing severance and compassionate outplacement services, you generate goodwill and reinforce your employment brand, which goes a long way toward future recruiting efforts
Similar content you might be interested in
