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Managing Through Downsizing: Training for RIF Notifications & Leading Layoff Survivors
- Keys to effective leadership leading up to, during and following layoff notifications
- Timing, content and delivery considerations for effective and respectful layoff notification conversations
- Example “best practice” notification conversation
- What to expect in terms of responses, questions and reactions from affected workers
- Managerial considerations regarding layoff survivor emotions, morale, productivity and team structure
- Best practices for self-care during what is sure to be a turbulent time in the organization
Overview of the webinar
A reduction in workforce (RIF) is definitely not something that any manager, business owner, or HR professional wants to have to face, but the fact is that such situations do sometimes become necessary.
The manner in which layoff notifications are handled will have a direct impact on the entire organization, including the people who learn that their positions no longer exist and the individuals who will be staying with your organization – the layoff survivors – as the company moves forward. The organization’s brand will also be impacted. This is why it’s so important to provide appropriate training for everyone who will be involved in the notification process, as well as those who will be managing workers who will stay with the organization through and beyond downsizing.
Who should attend?
- HR professionals
- Talent management professionals
- Managers
- Supervisors
- Outplacement professionals
- Risk management professionals
- Organizational Development (OD) professionals
- Business owners
- Executives
Why should you attend?
Executives, managers, supervisors, HR professionals and others who will be involved in notifying affected workers must be trained on how these types of conversations should be structured, as well as best practices for communicating with affected workers effectively in this difficult situation.
Organizational leaders must also be trained on what to expect following notifications and how it will impact the way they need to manage and lead their teams moving forward. They need to be prepared for the impact downsizing will have on workers who become layoff survivors so they’ll know what to expect and be able to communicate and lead effectively in this situation – both immediately following RIF notifications and beyond.
- What to expect when involved in RIF notifications and managing in a workplace that has gone through a RIF
- How to effectively and appropriately structure layoff notification conversations, including a sample script
- How to structure communication about the RIF with workers who will remain with the company, for departments/teams that are losing workers and other departments/functions
- What managers and leaders should expect regarding how a RIF will impact layoff survivors
- Best practices for effectively managing and leading through a reduction in workforce and beyond
Faculty - Ms.Mary G White
Mary Gormandy White is the Managing Director, and she provides management, leadership, employee, team, and HR training. Mary holds graduate and undergraduate degrees in Communication and her certifications include Senior Professional in Human Resources (SPHR), SHRM Senior Certified Professional (SHRM-SCP), and Everything DiSC® Certified Trainer/Accredited Workplace Facilitator.
Mary’s professional background includes extensive experience in management, HR, higher education, and writing/editing. She teaches online PHR, SPHR, aPHR, and SHRM certification prep courses and is a frequent keynote speaker at conferences and association meetings nationwide. She also provides content writing and test item development services and teaches Communication Studies at a community college.
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.