Comments on: Top 10 things not to say to employees in a tight economy http://www.hrblunders.com/top-10-things-not-to-say-to-employees-in-a-tight-economy/ The worst mistakes, catastrophes, and near-misses Sat, 24 Jul 2010 21:23:25 +0000 hourly 1 http://wordpress.org/?v=abc By: SrHRGuy http://www.hrblunders.com/top-10-things-not-to-say-to-employees-in-a-tight-economy/comment-page-1/#comment-13609 SrHRGuy Thu, 09 Apr 2009 20:17:19 +0000 http://www.hrblunders.com/?p=1491#comment-13609 Over the last 10+ years I've had the unenviable position of organizing the layoff's of hundreds of EE's. I feel that being forthright, compassionate and ‘not beating around the bush’ about the reason for the layoff and the process which would follow have made these meetings less hurtful. I’m also fortunate to live in Oregon, which is an area where our employment offices offer Rapid Response teams who come out the day of the layoff and help in processing all of the paperwork for unemployment benefits, job searches, etc. I was very fortunate two years ago when I had 3 months notice that I would be laying off 22 CSR’s. I worked with the RR team and obtained re-education benefits for 2 of the EE’s though a local community college and we were able to offer BETTER paying positions to the rest of the staff due to another business ramping that same month. I never would have known about this company needing qualified, loyal employees if I hadn’t worked so closely with the employment department. I’d hope that many companies’ HR staffs are using whatever resources they have at their disposal to not only separate staff members properly but to hopefully prepare them for the next steps to come as well. Over the last 10+ years I’ve had the unenviable position of organizing the layoff’s of hundreds of EE’s. I feel that being forthright, compassionate and ‘not beating around the bush’ about the reason for the layoff and the process which would follow have made these meetings less hurtful. I’m also fortunate to live in Oregon, which is an area where our employment offices offer Rapid Response teams who come out the day of the layoff and help in processing all of the paperwork for unemployment benefits, job searches, etc.

I was very fortunate two years ago when I had 3 months notice that I would be laying off 22 CSR’s. I worked with the RR team and obtained re-education benefits for 2 of the EE’s though a local community college and we were able to offer BETTER paying positions to the rest of the staff due to another business ramping that same month. I never would have known about this company needing qualified, loyal employees if I hadn’t worked so closely with the employment department.

I’d hope that many companies’ HR staffs are using whatever resources they have at their disposal to not only separate staff members properly but to hopefully prepare them for the next steps to come as well.

]]> By: Maureen http://www.hrblunders.com/top-10-things-not-to-say-to-employees-in-a-tight-economy/comment-page-1/#comment-11946 Maureen Wed, 11 Mar 2009 19:36:49 +0000 http://www.hrblunders.com/?p=1491#comment-11946 After 21 years in Human Resources, I've been handed the lay off notice twice. Once with ample warning and severence package and the second time, I was the first on a Monday morning two weeks after the company was sold. Everyone takes it differently depending upon where they are in life when their numbers up. Both times it was just business. Both times, all employees spent their work days on pins & needles hanging on every word of HR people, Accounting people...and upper management. Misinterpretting words, phrases and actions is something employees do routinely in our current economy and growing unemployment figures. Given that I grew up to be 'downsized', I can honestly say that I have never had a former laid off colleague/employee or person such as myself NOT admit in months or years ahead that it was NOT 'the best thing that ever happened!'. One major corporation that was eventually obliterated in the late 90's, every one of the HR people laid off lost 20 or more pounds in the 6 months after we all threw the key in and joined the ranks of the unemployed. Tread lightly HR folks....we aren't the only ones who grew up to be downsized, at least one whole generation did! After 21 years in Human Resources, I’ve been handed the lay off notice twice. Once with ample warning and severence package and the second time, I was the first on a Monday morning two weeks after the company was sold. Everyone takes it differently depending upon where they are in life when their numbers up. Both times it was just business. Both times, all employees spent their work days on pins & needles hanging on every word of HR people, Accounting people…and upper management. Misinterpretting words, phrases and actions is something employees do routinely in our current economy and growing unemployment figures. Given that I grew up to be ‘downsized’, I can honestly say that I have never had a former laid off colleague/employee or person such as myself NOT admit in months or years ahead that it was NOT ‘the best thing that ever happened!’. One major corporation that was eventually obliterated in the late 90′s, every one of the HR people laid off lost 20 or more pounds in the 6 months after we all threw the key in and joined the ranks of the unemployed. Tread lightly HR folks….we aren’t the only ones who grew up to be downsized, at least one whole generation did!

]]> By: Debbie http://www.hrblunders.com/top-10-things-not-to-say-to-employees-in-a-tight-economy/comment-page-1/#comment-11828 Debbie Mon, 09 Mar 2009 21:21:08 +0000 http://www.hrblunders.com/?p=1491#comment-11828 Chris - after looking back on the article, you are right - everyone reading this is probably on pins and needles themselves and "jumped" to the wrong information even though it was not even there!!! Chris – after looking back on the article, you are right – everyone reading this is probably on pins and needles themselves and “jumped” to the wrong information even though it was not even there!!!

]]> By: Cherie http://www.hrblunders.com/top-10-things-not-to-say-to-employees-in-a-tight-economy/comment-page-1/#comment-11822 Cherie Mon, 09 Mar 2009 19:48:34 +0000 http://www.hrblunders.com/?p=1491#comment-11822 Hi Kim, In our organization, and our culture, we tend to the whole person. It is how we treat our employees in matters of performance, discipline, etc. Good times and bad, we care and engage with the whole person. Hi Kim,
In our organization, and our culture, we tend to the whole person. It is how we treat our employees in matters of performance, discipline, etc. Good times and bad, we care and engage with the whole person.

]]> By: Chris Davis http://www.hrblunders.com/top-10-things-not-to-say-to-employees-in-a-tight-economy/comment-page-1/#comment-11818 Chris Davis Mon, 09 Mar 2009 19:22:42 +0000 http://www.hrblunders.com/?p=1491#comment-11818 "These days, even innocent phrases uttered by HR can make employees jumpy." Did I miss something? I thought the article was saying be careful what you say so people don't think you are telling them bad news....not what to not say when you have bad news. We had a 100+ staff members (out of 165) at an off-site training session last week. When we announced it someone asked us if we were getting everyone together to announce layoffs...that kind of anxiety is what this article is trying to address....I think. “These days, even innocent phrases uttered by HR can make employees jumpy.”

Did I miss something? I thought the article was saying be careful what you say so people don’t think you are telling them bad news….not what to not say when you have bad news.

We had a 100+ staff members (out of 165) at an off-site training session last week. When we announced it someone asked us if we were getting everyone together to announce layoffs…that kind of anxiety is what this article is trying to address….I think.

]]> By: HR Coordinator http://www.hrblunders.com/top-10-things-not-to-say-to-employees-in-a-tight-economy/comment-page-1/#comment-11816 HR Coordinator Mon, 09 Mar 2009 19:17:04 +0000 http://www.hrblunders.com/?p=1491#comment-11816 Cherie, we try to do things the way you do. Tell the employees the truth and have material ready for them for help and we even sometimes help them with their resume. We also try to give them 2 weeks notice before their actually lay off to help them sort things out at home. Denise your right, there is no way to tell someone bad news but we can try and cushion the blow a little bit. Cherie, we try to do things the way you do. Tell the employees the truth and have material ready for them for help and we even sometimes help them with their resume. We also try to give them 2 weeks notice before their actually lay off to help them sort things out at home. Denise your right, there is no way to tell someone bad news but we can try and cushion the blow a little bit.

]]> By: Kim http://www.hrblunders.com/top-10-things-not-to-say-to-employees-in-a-tight-economy/comment-page-1/#comment-11813 Kim Mon, 09 Mar 2009 18:14:01 +0000 http://www.hrblunders.com/?p=1491#comment-11813 Why ask how the employee is feeling about the news??? Why ask how the employee is feeling about the news???

]]> By: Debbie http://www.hrblunders.com/top-10-things-not-to-say-to-employees-in-a-tight-economy/comment-page-1/#comment-11799 Debbie Mon, 09 Mar 2009 13:23:24 +0000 http://www.hrblunders.com/?p=1491#comment-11799 I worked in HR in a place for over 10 years. I knew downsizing was coming and chose to leave for another job with less pay before I got laid off. One of my co-workers that was left in HR (a 25 year employee) was asked by the plant manager one day shortly after I left - "you got a minute? I need to ruin your day"... THAT is how she was told. I was soooo glad I chose to leave - I would have cried for hours at just being told in that manner. I worked in HR in a place for over 10 years. I knew downsizing was coming and chose to leave for another job with less pay before I got laid off. One of my co-workers that was left in HR (a 25 year employee) was asked by the plant manager one day shortly after I left – “you got a minute? I need to ruin your day”… THAT is how she was told. I was soooo glad I chose to leave – I would have cried for hours at just being told in that manner.

]]> By: hambym http://www.hrblunders.com/top-10-things-not-to-say-to-employees-in-a-tight-economy/comment-page-1/#comment-11795 hambym Mon, 09 Mar 2009 12:24:58 +0000 http://www.hrblunders.com/?p=1491#comment-11795 Being forthright has always been best. The economy is likely no secret hopefully to anyone in your employ, so do a 'state of the business' or "what happening now and what we're doing about it" meeting. Bad circumstances are more troubling when employees are not sure you are aware or dealing with the situation. Face reality, explain the options or decisions, enlist the efforts of all as applicable to their skills and responsibilities. It's kind of like being sick, knowing you are sick, but the doc isn't saying much. Reaction = to bad to even talk about. That method only bring worse symptoms associated with the added stress of speculations about the matter. So shell it out there, due to present business conditions (economy) we have 'cancer' (hopefully management is alert enough to catch it in stage 1). Here are the options, or treatment plan. We cannot with absolute certainty know this will work, but it is the strongest option we have for overcoming the disease. Are you ready to move forward with us in tackling this? I recommend the evident reply be criteria 1 for any restructuring or layoffs. The last thing any business needs, is a deterrent to the health of the business. Much like a doc would say, you cannot continue smoking, or loose 30 pounds, etc. Shed the counterproductive quickly. Being forthright has always been best. The economy is likely no secret hopefully to anyone in your employ, so do a ‘state of the business’ or “what happening now and what we’re doing about it” meeting. Bad circumstances are more troubling when employees are not sure you are aware or dealing with the situation. Face reality, explain the options or decisions, enlist the efforts of all as applicable to their skills and responsibilities.

It’s kind of like being sick, knowing you are sick, but the doc isn’t saying much. Reaction = to bad to even talk about. That method only bring worse symptoms associated with the added stress of speculations about the matter.

So shell it out there, due to present business conditions (economy) we have ‘cancer’ (hopefully management is alert enough to catch it in stage 1). Here are the options, or treatment plan. We cannot with absolute certainty know this will work, but it is the strongest option we have for overcoming the disease. Are you ready to move forward with us in tackling this? I recommend the evident reply be criteria 1 for any restructuring or layoffs. The last thing any business needs, is a deterrent to the health of the business. Much like a doc would say, you cannot continue smoking, or loose 30 pounds, etc. Shed the counterproductive quickly.

]]> By: Leslie http://www.hrblunders.com/top-10-things-not-to-say-to-employees-in-a-tight-economy/comment-page-1/#comment-11703 Leslie Sat, 07 Mar 2009 14:31:13 +0000 http://www.hrblunders.com/?p=1491#comment-11703 Employers are not friends, psychologists, or Julie Andrews-style British nannies. So I don't particularly need a "spoonful of sugar to help the medicine go down." Especially when it is the sugar, not the medicine, that leaves the ugly aftertaste - in other words, utterly hollow platitudes without a molecule of sincerity. Employers are not friends, psychologists, or Julie Andrews-style British nannies. So I don’t particularly need a “spoonful of sugar to help the medicine go down.” Especially when it is the sugar, not the medicine, that leaves the ugly aftertaste – in other words, utterly hollow platitudes without a molecule of sincerity.

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