As much as layoffs are not a desirable state of the organization, it is always important for the employer to communicate to the employees about it openly instead of letting them get to learn about it through rumors and other means (Business & Legal Reports, Inc., 2009). In the case of the employee who comes for advice amidst such layoff rumors, I would advice them by doing the following:
Provide honest and accurate information regarding the layoff to the affected employee. First, it is important to clarify whether the rumor regarding the impending layoff is true or false. Second, I would clarify the reasons and benefits of the payoff to both the employee and the organization. Third, I would help the employee to gain an understanding of the picture of the company following a layoff. Fourth, I would let the employee know how the layoff will take play; whether it is temporary, permanent or in phases. Lastly, I would let the employee know whether there would be any financial resources and support provided incase of the layoff. The Provision of accurate information will enable the employees feel that they are valued, are kept in the loop and that they participate in the decision that affect their lives.
Once the employee has attained a clear picture of the situation, I would seek to gather information on how he or she perceives the upcoming layoff. This information is critical because it will enable me to understand how the employee is affected by the layoff rumor, whether this is likely to affect the performance of the ongoing project, issues affecting the employee during the planned layoff and whether the employee has already had job offers elsewhere.
After getting the perspective of the employee, I would try to manage his attitudes and behavior about the layoff. I would let the employee know that he or she is very important to the organization although the layoff is inevitable. I would advice the