Severance Workshop
Severance meetings: being fair, but firm
Severance and Personnel Reduction as a Process
- Corporate decisions and social responsibility
- Information policy/communication management
- Severance conditions
- Internal and external effects
- Retention Management
- Group outplacement and single outplacement
- Transfer agencies and employment agencies
Managers Who Must Break the News of Layoffs
- Employer/supervisor context analysis
- Dealing with taboo topics
- Affected managers
- Your personal emotional state and dealing with emotions in conflicts
- Managers in the sandwich position
- Your personal role in the company and in meetings
- Specialized managers and HR employees: their roles before, during and after a severance meeting
Reasons for Separation
- General reason and specific reason for layoff
- Arguments given to top performers
- Arguments given to low performers
- General reasons or individually-based reasons
What is Triggered Inside the Person Giving a Pink Slip?
- Sympathy
- Guilt
- Suppression of unpleasant emotions
- Avoidance of clarity
- Implications, promises
- Playing down the real situation
- False comforting
- Attacking
- Feeling of betrayal towards long-time employees/colleagues
What is Triggered Inside the Employee Receiving a Pink Slip?
- Psychological aspects of layoffs
- The four phases of layoff process
- Ambivalent feelings
- Structures and rituals
- Dealing with emotions/reactions
Preparation of Severance Meeting
- Preliminary considerations
- Preparation on relationship level
- Your personal commitment
- Organizational preparation
Basic Principles for Holding Meeting
- The communication iceberg
- The four sides of a message
- Perceptions, assumptions, reactions
- Projections
- Active listening
- Frequency of meetings
Holding the Meeting
- Meeting preparation
- Opening the meeting
- Breaking the news of separation
- Handling of arguments and objection
- Reaction types
- Dealing with reactions
- Closing the meeting
Methods
Presentation, discussions, group work, role plays.
