HRGuru

Has an employee ever reacted strongly after being fired? How can HR help reduce the stress of losing a job?

cdb3824 says ...

Sending a terminated employee to an EAP would help.  Some HR groups have started an outplacement service for laidoff wokers to help them find jobs.  Getting a terminated employee in suck a group would also be beneficial.

I like the idea of outplacement programs. But generally speaking, how much responsibility can HR take for laid off workers? Doesn't it get costly at some point? I mean how much is too much? Where do we draw the line?

Group therapy seems pretty non-committal, but how long do we offer that service for?

I've seen simpler things like a listserve of employees that former workers can stay in touch and network with, perhaps a linked in group for them, etc. Networking seems to be the cheapest and also the most effective way to get people in touch with the right people who can get them a job.

communication before the event is important.  If the termination is for performance, the employee should be well aware of the potential possibility of being termed.  If because of downsizing, all Employees should know how well the company is doing or not doing.  By making the termination less of a surprize will make it easier in the long run.

Great discussion everyone.  I agree with Charisma's post.  However, I think the main communications responsibility in the case of layoffs rests with the management chain and the firm's top executives.  They need to explain to the person(s) why they are being laid off, especially in cases where the company is still making money for the shareholders and/or there may be many other obvious ways to cut costs that are not being taken advantage of.  This can be really frustrating; I know from personal experience.  Those managers and executives, along with HR, should above all be compassionate, fair in severance packages, and helpful to the affected employees.  Those being laid off (especially first-timers) will need help finding a new position and getting answers to the many questions that go along with being laid off (such as when will I receive my severance pay, what outplacement resources are available, when does my family's health insurance coverage end, how does COBRA work, how/when to file for unemployment, etc) .

Chris Mazza

http://www.linkedin.com/in/christophermazza

barbaramiller says ...

I have connections with the local industrial commission, other companies and temp services.  When an employee is laid off I sit down and discuss the situation with them, and tell them to make sure I have a current way to keep in touch with them.  If I hear of anything I personally call and let them know about it.  Many of our employees have been placed and I get semi regular reports about how they are doing.  It is not how much you know that matters, it is how much you care and our company is doing its best to show we do care even though we have no budget and are working very hard to stay alive with a skeleton crew.

Well said Barabaramiller.