Does the "open door policy” work during workplace layoffs? Should the company be responsible by being transparent in the information shared with employees during layoffs?

I have survived layoffs a few times during my administrative career. During these times, I found it nearly impossible to have an upbeat and positive attitude. For weeks after the scaling back phase, I was in what I called an emotional transition (concern and worry).

It was emotionally draining to watch my newly unemployed co-workers bidding tearful goodbyes, carrying boxes of belongings from their office or cubicle life at XYZ Company. In my haste to shield myself from the environment around me, I decided to clear my personal belongings out also. I did not want to "feel" the box of cubicle life in my arms, should I be escorted out of the building during the next wave of job cuts.

Well, thankfully, that day never came. But, one thing has not changed in the conversations surrounding layoffs. Ten years later, I continue to hear the same words being told to layoff survivors: "They'll be fine, and you will too. Be glad it wasn't you." That may be true, but employers should not discount the emotional transitions of the employees that remain. The survivors will be affected by thoughts of increased workloads and empty cubicles and offices around them.

Employees in non-management positions are often given carefully scripted information regarding eminent change. And, once the layoffs have taken place, there are few options to "vent." Some companies may hire a contract counselor for employees to speak with, or maintain the "open door policy ”to give employees the opportunity to talk with a manager. I have even participated in a "town hall" style meeting with company executives, which allowed all on-site employees to ask questions regarding any concerns or worries.
 
However, I do not know of many (maybe less than 5% of those in attendance) executives or employees who have actually addressed or asked the appropriate questions on "how to deal with these changes from an emotional perspective." Managers and supervisors rarely show or tell their concerns or worries. They wear the "never let 'em see you sweat" mask. Many subordinates will talk privately with co-workers, family, and friends regarding their anger or fears. A sense of discontent and mistrust then lingers in the workplace.

In order for the "open door policy” to work, employees must feel a sense of trust and empathy when speaking with a manager or supervisor. Managers and supervisors must be honest regarding the emotional effects of layoffs and allow the employees to privately, engage in conversations that will produce clarity and healing. Low morale does not improve or increase productivity.

Meanwhile, if you find yourself in an emotional transition, you can find current (published) information by researching your company’s or industry’s trends and/or stock and trade information. Speak with contacts at other companies with whom you have a relationship to help you define what may be happening. And, more importantly, take control of your emotions by being prepared, should you receive a pink slip. Update your cover letter and résumé. Make sure all of your references have provided you with a reference letter and that you have their current contact information. And lastly, establish a relationship with a reputable recruiter, because you never know when you may need one.