HR’s Dirty Job: Layoffs

HR’s dirty job has to be laying off employees.  Most HR professionals like to think of themselves as “builders” and enjoy laying the foundation for growth and development of their organizations and employees.  Layoffs seem more like demolition and are, therefore, not a popular activity. 

If you’ve ever watched Dirty Jobs on the Discovery Channel or checked out the companion website 10 High Paying Dirty Jobs,  you’ve seen various jobs like crime scene cleaner, gastroenterologist and plumber profiled.  You were at once fascinated and repelled by the unpleasant aspects of these jobs, yet never doubted the essential value, importance and social utility of these positions and related tasks. 

And so it is with HR’s dirty job, handling layoffs.  As an HR professional, you instinctively recognize that layoffs are normal part of the organizational lifecycle.  You may also realize that, properly managed, layoffs can set the stage for business renewal and positive evolution.  Rather than being repelled, you, your enterprise and employees are better served when you become skillful in carrying out layoffs.  The opportunities for constructive contribution in that arena include building the organization’s employment brand and employee engagement.

Fortunately, you don’t have to go it alone.  Resources like employment law attorneys, outplacement consultants and blogs like this one offering best practice information are available to help you greatly improve your prospects for success.

While layoffs may appear to be a dirty job, it is an essential activity that can yield beneficial results.