At a time of close to 10% national unemployment, those of us fortunate enough to be fully employed can’t help but be aware that the scales are tipped toward employers these days. Many organizations have had one or two—perhaps more—rounds of layoffs. Where does this leave those who remain post layoffs?
These days, the people we coach (yes, even senior leaders) are finding it harder and harder to voice their opinions, weigh in on key issues or simply join discussions for fear that they will be vulnerable to the next round of layoffs should they push too much or stray too far from the boss’s views. A lot is lost when this kind of risk aversion and isolation takes over teams and organizations.
During times like these, leaders would be well-advised to pay attention to some key aspects of the work culture to make it more hospitable, ensuring that those who remain are not just getting by and surviving, but thriving. Here are 4 ways to make a positive difference in your team post layoffs:
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