100% agree. I am referring taking some time later in the day or that night to reflect and let those feelings happen. Doing that in front of the person or people you lay off is not appropriate or professional.

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The letter of reference offered at the time of the layoff is like an aspirin. It is not going to cure a brain tumor, but it is going to blunt the pain for a little while. That is something.

It also is something the laid off employee can walk out with which may assuage the hurt.

The job tailored letter of reference is a different beast. It is after the fact and has no short term amelioration impact on the situation.

Reference letters are whatever we make them out to be. I have written some letters of reference which have absolutely gotten people jobs. What they really are is an invitation to a phone call.

You cannot make a reference letter equivocal or it defeats the purpose. HR can confirm dates of hire/termination, job titles, and even performance appraisal. It is something different when it is a convo from or with the C suite.

Go way out of your way to help people because they will never forget it later. Be kind to people on the way up because you never know who you will meet on the way down.

BRC
http://www.themusingsofthebigredcar.com

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The only caution I might suggest is don’t engage in a pity party. As the guy running the company, you do no real good confronting your own shortcomings in the presence of the employee. Take umbrage with yourself — confront your own failure — just do it in a different venue.

A lot of layoffs are hiring errors. Hired too many, too quick. It is sometimes all about pace.

BRC
http://www.themusingsofthebigredcar.com

11. Have three contacts with the laid off folks — notification, a few days later when the Mutual General Release is signed, and their last day.

I’m surprised that for the employee, the whole process takes longer that just 5 minutes at the 4 PM on that Thursday. On that day, maybe at 1 PM, tell the employee they are to attend a meeting with their manager in the manager’s office at 4 PM. At the meeting, tell them they are being laid off, ask for their badge, company credit cards, laptop, etc., give them the oral messages and the paperwork, give them the severance check as they sign the release, etc., all maybe with HR, the CEO, and security, walk them back to their office and then walk them out the door and see them off the grounds.

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In tricky situations, personal touches are the most important touches. If you don’t want it to be personal, be personal.

BRC
http://www.themusingsofthebigredcar.com

6. Have a Letter of Reference prepared, sign it, and give it to the
former employee at the time of notification. This is not going to soften
the blow, but it is a good sentiment.

I think the order is important and if this is given after the blow it will definitely make someone feel better. It’s like ‘here is the diagnosis…..but here is what we are going to do about it’. Things like that can mean a great deal the way I see it.

12. Write each person laid off a personal, handwritten note offering
your assistance in finding a new job. Keep it personal and individual.

The above 2 points stand out and are really good points even over the other good points. That personal touch can definitely make a bad situation better. It also takes care of the part that I say is ‘tell them something they can say to their spouse’ (so as to keep their pride).