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How much worse can it get?  Poor company earnings, major companies filing for bankruptcy protection each week, employee layoffs hitting all levels and industries, unemployment at 5.7% up from 4.7% in July, 2007, oil prices pushing gasoline to historic highs, real estate markets hitting new lows every month, etc, etc, etc. (I will not go on). 

Who cares how the economists officially define a recession (2 consecutive quarters of decline in the Gross Domestic Product).  People in the United States are in a depressed mood by all this unfavorable news.

It just got worst when your management calls you and says:

“As you know we are experiencing a tough time at the company, unfortunately we need you to reduce your staff by 10%.  Please provide a list by the end of the week.”

Now it is your turn as a manager to layoff people in your company and contribute to this seemingly endless cycle.  As a manager you probably will face this difficult task more then once in your career.  Even with an unemployment rate for IT professionals ranging from 3% to negative unemployment within certain skill sets and geographic locations it is quite possible your IT department will be affected soon.

Below are suggestions on how to prepare for this task:

1. Think like a business leader.  You have a responsibility as a leader to properly align your unit with the goals and objectives of the corporation.  Sometimes it seems unfair but your company needs you to be with them in good and challenging times.
2. Displaying emotion is ok as long as you’re not irrational or irresponsible.  Most people respect leaders more who genuinely care and show emotion. Laying someone off is an emotional event.  It should personally affect you but stay focused on balancing your emotion while conducting a tough business decision.
3. Be prepared.  Have a clear and detailed process on how to deliver the message and all the moving parts that are associated by the reduction.  Typically, the Human Resources department will provide the guidance on the plan.
4. Clearly communicate.  Being prepared to explain the “why” and the “how” is extremely important as it will provide much needed clarity to the employee.
5. Do not say: “I know how you feel.”  Even if you have been laid off in your career only mention it if you think it will add credibility to that specific employee.
6. Speak carefully and listen with exact precision.
7. Establish 30 minutes for the initial conversation.  In reality it may be the last meeting you have but 30 minutes will definitely feel like an eternity.
8. If you offer assistance to help them with future employment set reasonable expectations with the employee.  If you over-commit in your ability to help them locate new employment you will quickly lose trust and respect.
9. Keep excellent notes of your conversation and this entire experience.  It is a major lesson in being a leader.
10. Take a deep breath, exhale —  brighter days are ahead.

Good luck - I really hope you never have to use any of the suggestions from above. 

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