Christine Nott’s Post

When handling layoffs, how do you maintain integrity when making tough decisions? This LHH article offers a strategic blueprint for leaders looking to steer their company through a layoff without losing their way. Here are some of the insights you may find useful: 1. Clear Communication: It's about being consistent and specific. Mixed messages can raise red flags and damage trust. 2. Positive Messaging: Acknowledge the hardship, but also share the vision for the future. It's about balancing honesty with hope. 3. Employee Support: Providing outplacement services shows a commitment to the well-being of affected employees, reinforcing trust and credibility. 4. Reassurance for Remaining Staff: Clearly communicate the reasons for layoffs and outline a strategic path forward to ensure stability. #Leadership #ReputationManagement #CorporateCommunication #EmployeeEngagement

When handling layoffs, how do you maintain integrity when making tough decisions? This LHH article offers a strategic blueprint for leaders looking to steer their company through a layoff without losing their way. Here are some of the insights you may find useful: 1. Clear Communication: It's about being consistent and specific. Mixed messages can raise red flags and damage trust. 2. Positive Messaging: Acknowledge the hardship, but also share the vision for the future. It's about balancing honesty with hope. 3. Employee Support: Providing outplacement services shows a commitment to the well-being of affected employees, reinforcing trust and credibility. 4. Reassurance for Remaining Staff: Clearly communicate the reasons for layoffs and outline a strategic path forward to ensure stability. #Leadership #ReputationManagement #CorporateCommunication #EmployeeEngagement

When handling layoffs, how do you maintain integrity when making tough decisions? This LHH article offers a strategic blueprint for leaders looking to steer their company through a layoff without losing their way. Here are some of the insights you may find useful: 1. Clear Communication: It's about being consistent and specific. Mixed messages can raise red flags and damage trust. 2. Positive Messaging: Acknowledge the hardship, but also share the vision for the future. It's about balancing honesty with hope. 3. Employee Support: Providing outplacement services shows a commitment to the well-being of affected employees, reinforcing trust and credibility. 4. Reassurance for Remaining Staff: Clearly communicate the reasons for layoffs and outline a strategic path forward to ensure stability. #Leadership #ReputationManagement #CorporateCommunication #EmployeeEngagement

When handling layoffs, how do you maintain integrity when making tough decisions? This LHH article offers a strategic blueprint for leaders looking to steer their company through a layoff without losing their way. Here are some of the insights you may find useful: 1. Clear Communication: It's about being consistent and specific. Mixed messages can raise red flags and damage trust. 2. Positive Messaging: Acknowledge the hardship, but also share the vision for the future. It's about balancing honesty with hope. 3. Employee Support: Providing outplacement services shows a commitment to the well-being of affected employees, reinforcing trust and credibility. 4. Reassurance for Remaining Staff: Clearly communicate the reasons for layoffs and outline a strategic path forward to ensure stability. #Leadership #ReputationManagement #CorporateCommunication #EmployeeEngagement

🌟 Why Losing Talent Post-Layoffs Is More Costly Than You Think 🌟 It's a common scenario: layoffs to streamline operations. But what happens when key employees, feeling uncertain, decide to leave voluntarily? The cost of replacing them can be staggering, often exceeding their annual salaries. Managers, rethink your retention strategies. Focus on communication, recognition, and personalizing incentives to keep your top talent engaged. It's not just about cutting costs—it's about investing in your company's resilience. #Leadership #EmployeeRetention#TalentManagement

Dear Leaders, Sharing advice that I counseled others with last year: Lead with Empathy. You see, today may be your org's first full workweek of the year. And your team may not say this out loud, but there is one less face in the office or on the zoom calls. They wonder about that person's holiday and their state of mind; your team may be swirling inside in silence so don't bypass it. Acknowledge it. Real Leaders can admit when they're wrong: their judgment was off, their compass miscalculated, their ego overpowered their ability to pivot, mitigate, recalibrate and by Q3-Q4, RIF was the only option but not a salve for those who worked side-by-side in the trenches. #UnpopularOpinion: With layoffs of 2023 still in the memory bank, and uncertainty of 2024 top of mind, double down on the authenticity. Make it a point to systematize transparency as the act of authenticity and not just talk. Regularly communicate your learnings and how you will adjust to ensure that layoffs will not be an option at the end of 2024. Bring your people into the story of your business and into the business of your decisions more consistently. That's the vulnerability that separates people from a mere title of leadership to true and tangible leadership. ************************ Heads up! Bold, Brave, Insightful and Perceptive; that's my POV about all things HR/DEI + OD/Employee Experience. People, Culture + Talent is my niche and driving transformation is my passion. When not penning my thoughts, my superpowers are translating fuzzy concepts into concrete change, finding clarity in ambiguity, and boldly challenging the status quo when it's not serving people. Fancy a coffee to chat about how we can co-create the future of work we want to see in the world. The brave new workplace awaits! #hire4higher #HRtransformation #employeeexperience #talentstrategy #organizationaleffectiveness #DEI

Layoffs hit hard, but your team can bounce back stronger. This checklist from LHH guides leaders through rebuilding trust, purpose, and effectiveness after disruption: ✅ Vision & Empathy: Set a clear, inspiring vision while actively listening to individual concerns. ✅ Clarity & Communication: Define roles, responsibilities, and information flow transparently. ✅ Quick Wins & Collaboration: Celebrate early successes and foster teamwork for shared goals. ✅ Resilience & Empathy: Show compassion, build emotional intelligence, and encourage growth mindsets. ✅ Stay Interviews & Open Feedback: Proactively identify and address issues before they fester. ✅ Upskilling & Development: Invest in training and resources to bolster skills and confidence. Don't let layoffs leave lasting scars. See our checklist and empower your team to rise above disruption! Ready to make the most of change? Contact LHH and discover how outplacement can be a powerful win for everyone. Read more: https://lnkd.in/gFh3_k27 -- LHH Vietnam - End-to-end Talent Solutions Celebrating 25 years in Vietnam Contact: 📧 Email: [email protected] 📣 Hotline: (028) 5412 3401 #LHHVietnam #Leadership #TeamResilience #PostLayoffRecovery #EmployeeEngagement #FutureOfWork

Why people leaders need to be at the table in times of rapid growth. Some big-name companies are in the media this week for layoffs attributed to rapid expansion. Sometimes it's unavoidable, for instance inaccurate forecasting. However, sometimes, it is entirely avoidable, such as duplication of roles created through rapid growth (one of the reasons given in the media). Rapid growth doesn't have to mean growth without a strategy. Strategic organisational design and role design can occur at speed, but you need your People team at the table when these decisions and discussions happen. People leaders are not there to execute the demands of the business; they are there to advise, design, protect, and enable sustainable growth. This doesn't slow your business; it speeds it up. #talentmanagement #peopleleaders

Why people leaders need to be at the table in times of rapid growth. Some big-name companies are in the media this week for layoffs attributed to rapid expansion. Sometimes it's unavoidable, for instance inaccurate forecasting. However, sometimes, it is entirely avoidable, such as duplication of roles created through rapid growth (one of the reasons given in the media). Rapid growth doesn't have to mean growth without a strategy. Strategic organisational design and role design can occur at speed, but you need your People team at the table when these decisions and discussions happen. People leaders are not there to execute the demands of the business; they are there to advise, design, protect, and enable sustainable growth. This doesn't slow your business; it speeds it up. #talentmanagement #peopleleaders

Navigating Layoffs with Leadership Excellence: Effective Communication and Decision-Making Leadership is pivotal during organizational change, especially when confronted with the challenge of layoffs. This post explores how effective communication and strategic decision-making are essential components of leadership during layoffs, fostering trust, transparency, and morale within the workforce. #Transparent Communication for Trust: Transparent communication is foundational for effective leadership during layoffs. Leaders must openly communicate the reasons behind the workforce reductions, the impact on the organization, and steps taken to navigate through tough times. This transparency builds trust and unity, even amidst difficult decisions. #Communication Strategies: Timely and Clear Messages: Provide timely and clear information about the reasons, criteria, and expected impact of layoffs. Two-Way Communication: Establish channels for employees to ask questions, fostering open dialogue. Empathy and Compassion: Demonstrate empathy and provide resources for emotional support. Strategic Decision-Making: Leadership requires strategic decision-making aligned with long-term goals. Consider the implications on remaining employees, company culture, and future sustainability. #Decision-Making Best Practices: Fair and Objective Criteria: Establish fair criteria for layoffs, promoting a sense of justice. Focus on Retention and Resilience: Prioritize retaining key talent and building resilience within the remaining workforce. Future Planning: Clearly communicate post-layoff plans, outlining strategies for recovery and growth. Effective leadership during layoffs demands transparent communication and strategic decisions. By prioritizing openness, empathy, and fairness, leaders guide organizations through challenges, maintaining trust and commitment for a positive and resilient culture. ---------- ADI is one of the best agencies in Southeast Asia of dedicated and passionate professionals with more than 15 years of experience in IT Staff Outsourcing, Recruitment, and Payroll Services. #adiresourcing #adiconsulting #vietnamesecandidates #hiring #recruitment #logistics #IT #Marketing