Memo Warning of an Impending Layoff
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How to fill out Memo Warning Of An Impending Layoff?
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Add the employee name, ID number, position, and department. Add the name of manager or supervisor handling the layoff. Include any severance, benefits, and compensation the employee is entitled to. Detail any company property employee is expected to return.
Dire earnings reports or missed revenue goals. This should be at the top of your early warning list. Executives leaving in droves. Risky pivots or strategic gambles. Hiring freezes. Bad press. Budget cuts. Your boss is being shady.
Stay Present and Manage Your Emotions. Keep Your Dignity. Get Your Stories Straight. Inquire About Getting Assistance Finding a New Role. Ask if You're Allowed to Apply for Other Positions Internally. Take Care of You.
Remember to speak slowly and calmly. Manager: I've called this meeting because I must unfortunately inform you that your position with the company is being eliminated. We do not have another position for you. This means you are being laid off and Human Resources will work with you to complete your transition.
You can take your voluntary layoff proposal either to your direct manager or your company's human resources department. If you and your manager have a good relationship, he can help you navigate the details of the layoff. However, if you don't have a good relationship, approach someone in human resources instead.
Begin the memo with the layoff details. Include language required by the WARN Act, if applicable. Explain the reason for the layoff. Give details of the layoff process. Highlight severance benefits and outplacement services. Promote future goals. Thank and show empathy for affected employees.
Be honest. Trying to mask your layoff on your resume or blur the details can do much more harm than good. Bring it up yourself. In fact, not only shouldn't you avoid the topic, you should be the one to bring it up. Use numbers to your advantage. Keep it simple. Explain what you've learned in your time off.
Jump right in. Don't make small talk. Explain what happened (layoff). Explain why in detail. Explain that as retained staffers you value their commitment making the business operate. Don't lie. Explain the benefits offered to staff members: outplacement, severance, etc.
In the previous years, December and January are the two months when mass layoffs happen most as budgets flip over for the new year, but lately, these layoffs have been happening at any time depending on the health of a company.
