It's important that those employees still with your school feel as though you care about them, and that you understand their concerns. Be as open and as honest as possible. The worst thing that can be done in a time like this is to withhold information.
Hopefully you've (your school) made all the cuts you'll need in one sweep. Multiple layoffs are harder on people to bounce back from, and can badly damage how employees feel about their employer and organization. So, it's also important to assure and reassure your employees that no more layoffs are to come, and that their jobs are secure. This may not cure survivor syndrome, but it's a healthy step along the rebuilding-team-morale path.
Putting together a handbook, or compilation of resources for those dealing with stress and depression, is also a healthy step toward rebuilding trust. Employees looking to release some of their bottled, and perhaps confused, emotions will be grateful that, although tough times have touched down, there was a supportive outlet available and provided by their superiors.
Keeping open doors and/or holding a "pity conference" is also an option. Allowing employees to air out their feelings if they need to shows them they're not alone in how they feel. But, as quoted in a rather recent Forbes article: Be prepared to be held responsible at some point through all of this.
There are five stages of healing that the office will go through as a whole as well as on an individual basis. The advice Forbes provides for this situation is, under no circumstances should you defend yourself. Instead, respond with a firm yet understanding, "I want this to improve as much as you do. Give me a list of deliverables and I will do my best."
As a manager and/or a Human Resources consultant, it is important to understand the 5 stages of loss and grief.
- Denial and isolation
- Anger
- Bargaining
- Depression
- Acceptance
Stay open to these stages, understanding that individuals will filter through them at their own pace, but also be prepared to lose some that can't make it back on board after the storm calms down.
Some will be convinced that their personal goals no longer agree with the mission and culture of your school. You have to be prepared and willing to let them move along and find their comfort elsewhere.
To read more about boosting office-morale after downsizing, click here.
