I can assume that each and every company has a very elaborate and detailed process for executing layoffs or during re-organization if and when required. I am a good friend with a Policy and Procedure business writer, but he tells me not even he has access to that Holy Grail of documents. It is usually kept under lock and key with the CEO and HR. But I like putting myself in situations and provide ideas to others in order to address a gap in any situation, be it the known or the unknown. Therefore, how can one provide innovative ideas in improving a process that we really don’t know much about?

I agree that organizations have slowly evolved over time in order to minimize the negative impacts on employees. Please consider the progression below:

• Employees being given that unexpected pink-slip with same-day termination
• Broadcast of possible layoffs – missing details such as the “when” or “how many” or the all important “why”?
• Announcing the total number jobs being affected – missing when or implemented over an extended period.
• Giving the opportunity for employees to make a decision on certain entry criteria to volunteer or consider retirement.
• Providing extra benefits for retaining key employees long term; considering a business continuation without interruption.
• Giving severance packages, including benefits such as cash, career assistance programs, extended medical benefits to support the employee during the transition period.

Although the points above show that we are heading in the right direction, there is still the possibility of potential gaps and drawbacks in a few areas. The reasons for these drawbacks could be attributed to limited information available before and during the implementation. Topics could run the gamut including variety, motivation, rumors, distractions, prior commitments, frequency, aftershock turnover and many others that you probably have already experienced at one time or another.

Therefore, I think we can all provide suggestions with the ultimate goal to address the above gaps of concern and minimize the impact with a few tweaks to existing processes. Again, your thoughts and comments are always welcome.

My idea can be built on existing processes; nothing too complex or too simple with my main objective being more transparency. Similarly, you may already have more effective solutions that can already be implemented, beating others to the punch. Don’t be shy. Let’s implement them together.

All companies should create a platform as the project idea described in my other article “Leaders and Innovators – Born or Made with a Little Support?” with the sole objective being that anyone in any company should be able to express themselves without the fear of backlash while sharing ideas, feedback, opinions or innovations.

Thank you all for reading my articles. My sincere hope is to be able to encourage and ignite the innovator and problem-solving individual sleeping inside you. It’s time to put these great new ideas and innovations to good use.

As a final note for this article, I would like to offer the suggestion that re-organization, layoffs or change is required and is considered an essential part of any company for there to be true progress and a better future ahead.