L ayoffs are undoubtedly one of the most challenging aspects of business management – not just for the employees being let go, but also for the managers tasked with implementing them. As I wrote in a previous post, I was part of a RIF in November 2023. After the initial shock subsided, I began thinking about how I (and my former supervisor, I imagine) had felt being on the other side of the table, having to deliver the news. While the focus often lies on the individuals losing their jobs and the impact on their lives, the emotional and practical difficulties faced by the managers responsible for executing these decisions should also be considered.
First and foremost, good managers are deeply invested in the well-being of their team members. They have built strong professional relationships with those they now must let go, making the process emotionally taxing. Having to deliver such news can lead to feelings of guilt, sadness, and even a sense of personal failure. Despite understanding the necessity of the decision from a business perspective, managers may struggle with feelings of responsibility for the hardships their employees will face.
Layoffs can also disrupt the team dynamics that managers have worked hard to cultivate. A reduction in staff means redistributing tasks among remaining employees, potentially leading to increased workloads and added stress. This can strain relationships within the team and diminish morale, making it challenging for managers to maintain productivity and motivation in the midst of uncertainty and upheaval.
How we respond to something is just as important—if not more important—than our initial reaction.
MICHAEL THOMAS SUNNARBORG, The White Box Club Handbook: Simple Tools for Career Transition
Managers often face pressure from upper management or stakeholders to execute layoffs efficiently and swiftly. This pressure can intensify the emotional burden, as managers may feel torn between their loyalty to their team members and their obligation to fulfill the directives of the company. Balancing empathy and professionalism in such circumstances requires considerable emotional resilience and leadership skills.
In addition to the emotional toll, managers must navigate the practical aspects of layoffs, including logistical planning and communication. They must develop a clear strategy for how to break the news to affected employees, provide necessary support and resources, and manage the transition process. This may involve coordinating with HR departments, legal advisors, and other stakeholders to ensure compliance with employment laws and company policies.
Managers must also consider the potential impact of layoffs on the company culture and reputation. A poorly handled layoff process can erode trust and loyalty among remaining employees and damage the organization’s brand image in the eyes of customers, partners, and future job seekers. Managers must tread carefully to mitigate these risks while still fulfilling their responsibilities to the company.
Final Thoughts
Ultimately, layoffs are a challenging reality of business management, requiring managers to navigate complex emotional, logistical, and ethical considerations. While the focus often lies on the impact on the employees being let go, it’s crucial to recognize the difficulties faced by the managers tasked with implementing these decisions. By acknowledging and addressing these challenges with empathy and professionalism, managers can strive to minimize the negative consequences of layoffs and support both those leaving and those remaining through periods of transition and uncertainty.