Ask the Business Coach Joyce K. Reynolds is an expert Business Coach who works with CEOs, Sr. Execs, entrepreneurs and countless others providing knowledge, solutions, motivation and support that assist her clientele in successfully meeting workplace challenges. Find out more about Joyce's coaching practice. Easing Fears of Layoffs Question: The company I work for is going through turbulent times and we are going to be laying off a substantial number of our employees -- 25%. I will be laying off 3 of my 10 direct reports. How should I motivate and ease the fears of the rest of my employees? Ramona Answer: When called upon to handle the challenging assignment of handing out pink slips, you will certainly want to employ your highest management and diplomatic skills. The first consideration is to be sure that the staffers who are being exited are treated with kindness and respect - that you encourage your organization to put into place communications and benefits that will be of maximum assistance to the individuals who will be leaving. The result of such policy will not only provide a decent exit for those who are being laid off, it will also leave in place optimism and a feeling of positive acceptance among the 'survivors.' Your remaining staff will benefit greatly if they are kept informed. One of the single most important things to do is be honest with your employees. NEVER lie to them. Tell them - within appropriate bounds - what is going on with the company. At this very time, we see how resilient people are when facing even the most difficult of truths. It is uncertainty that demoralizes. It is helpful for your remaining staff to understand the choices the company has made in keeping them and letting go of others. This should be thoroughly explained on a job-needed basis. Keeping open communications and portraying the fairness of the company's actions will allow for an environment of trust to develop around the new organization. Going forward, stay in close contact with your direct reports as you rebuild. Detail and reiterate what the future plans are and how they factor in. Encourage them to work together, to share ideas and remain highly motivated. See to it that an open, coaching management style filters down from your reports to theirs so that the entire organization can flourish and have a unified, hopeful future outlook. If it's practical, have a morning 'touch base' meeting with your staff during which time you can demonstrate a sense of strong corporate culture and give out a motivational message. Your overall goal is to create a productive environment that is filled with genuine enthusiasm. Strong leaders know how to inspire and encourage this attitude. Bring this spirit to your staff on a daily basis. Clearly define what success will look like in the new organization and how they can contribute to its achievement. Finally, be sure to put into place those things that will inspire YOU, allowing you to daily bring your good faith and enthusiasm to those you lead. Also see: • Ask Joyce your workplace questions • More questions • One-on-one business coaching Disclaimer: The information in this column is intended to provide the reader with general ideas or concepts to be used as part of a broader base of knowledge they collect to determine their own best course of action and solutions most suitable for solving their workplace challenges. The information in this column is not guaranteed to be the appropriate solution for each individual.