Poorly handled layoffs hurt workplace trust – HR Practitioner
By: Solomon Nartey Tetteh
Legal and Human Resource practitioner Naa Amerley Croffie has underscored the importance of transparent and continuous communication as a vital strategy for managing layoffs in a responsible and humane manner. According to her, how organizations handle the layoff process can significantly influence not only the morale of their remaining workforce but also their long-term reputation as employers.
Research shows that over 80% of laid-off employees suffer from symptoms of depression or financial distress. Those who remain often report low morale, increased stress, and a loss of trust in management. These reactions severely impact productivity, contribute to high turnover rates, and ultimately erode a company’s culture and performance.
Ms. Croffie, who was speaking on the Business Breakfast show on Zed FM, explained that clear, honest, and ongoing communication with staff can help reduce survivor guilt among employees who remain after layoffs. Survivor guilt is a common emotional response among retained staff, who may feel anxiety, sadness, or guilt over colleagues losing their jobs—often accompanied by fear that they could be next.
She recommended that employers implement support systems such as employee counseling and well-being programs. These, she said, should not only benefit those let go but also those who remain, as they too experience the shock and disruption caused by restructuring.
Ms. Croffie also stressed that the way layoffs are carried out sends a strong signal to both current and future employees.
“If people perceive that layoffs were handled poorly or without due process, it affects how potential talent views the organization,” she warned.
She urged employers to ensure due diligence, fairness, and compliance with labour laws when conducting layoffs, pointing out that a poorly managed downsizing process can tarnish an organization’s employer brand and hinder future recruitment efforts.
Empathy, fairness, and strategic communication, she concluded, must remain central pillars of any workforce reduction exercise.
