This process is divided into six steps:

In retrospect, after several large-scale layoffs, the reason we also can keep the continuity of enterprise culture and retain the best employees, the reason is that we take the right way when layoffs. It may sound strange, how do you use the "right way" was the wrong thing to do? Method is as follows:

Step 1: keep the head clear

If the company failed to achieve their financial plan, is to have to lay off those who hire at showering and to the point of employees, the CEO, is undoubtedly the great pressure and heavy burden. In the process of our company's first layoffs, someone once forwarded me a E-mail between staff. In the mail, a more savvy employee wrote: "this is either lying or stupid, or both." When I remember I read this sentence in thought: "I was stupid." At a time like this, it is difficult to take care of the future, because the past will be pressure for no respite, and that is what you have to face.

Step 2: decide on

Once the decision to layoffs, so must be carried out as soon as possible. If leakage, will bring about troubles, trouble. Employees will challenge managers, the company whether to layoffs. If managers don't informed, employees will think him stupid. If people, either he had to lie to employees, and make the news leaked, further or remain silent, make people more angry. In the first round of layoffs and Opsware Loudcloud company process, we don't have to deal with the dynamic relationship, but in the later two cuts, we still can.

Step 3: the cause of the layoffs will have a clear understanding

In the process of layoffs, members of the board of directors sometimes say some positive words to comfort you. They may say, "it's a good chance, can simplify the process of business". Perhaps this is the truth, but don't let this disturbed mind, thus the error information to the company. The company layoffs because its failed to realize their own plans. If the only reason why downsizing is a personal performance problems, that is another matter. The company's performance was the real reason for poor layoffs. This distinction is critical, because the information is passed to the company and get fired workers should not be "it is necessary to cut, we want to take this opportunity to review your work performance", but "poor management of the company, in order to continue to develop, we have to bite the bullet to quit some excellent employee". Admit defeat seems not a big deal, but please believe me, this is actually quite amazing ". Please trust me "is the CEO of their employees say a word a day, please believe me, our company has potential; Please believe me, it will be great help for your business; Please believe me, it will make you live a happy life. A job cuts, however, that this trust instant collapse. In order to restore trust, you have to tell the truth, "he said.

Step 4: training management personnel

The most important thing in the whole process step is training the management team. If the without training managers in layoffs this very embarrassing situation, most of them will be unable to cope with.

. Training for managers to follow the golden rule: their employees to resign yourself, not to the work pass to the human resources department or a tougher colleagues, not like in the movie "up in the air" hire an outsourcing company to complete.

Why so strict? Why can't we find some strong managers to accomplish this difficult task for you? Because people can't remember their effectiveness in the company of every day, but they'll remember you will be the day they drive off. They will remember every detail of the day, these very important details. Company's reputation and the reputation of the management staff all depends on your performance: self-respect, brave in the face of those who trust in you and for your hard work of employees. The employees think: since you hired me, I diligently, hard work for you, I hope you can have the courage to get rid of me.

As long as you are aware of the managers have to lay off their employees in person, so, then, they will be well prepared for this:

1.. Briefly explain the situation to the employees that this is caused by poor management of the company, employees have nothing to do with personal performance.

2.. Too much to staff explicitly pointed out that, the number of employees, staff not debatable.

3.. The company plans to provide all relevant details such as welfare and allowance to do chest.

Step 5: to address the company all staff

Before the execution of layoff decision, the CEO must address the company personnel. In the report to you in the process of the overall situation, the CEO must for regulators to explain the rationality of layoffs. If this do well, managers will be more easy when layoffs. Be sure to keep in mind the goods before the group CEO bill Campbell told me a words: words are said to those who stay. These people are very concerned about the way you treat their colleagues. You lay off employees, there are a lot of people and to stay close, therefore, you must give them enough respect. After all, the company will move forward, so you have to grasp the scale, don't apologize.

Step 6: be sure to let everyone see you, you must appear in the company

In speaking to a group of the company all staff, tell you a lot of people will be fired, you may don't want to walk around in the company, talk to everyone, and prefer to go to the bar to drink several cups of tequila. Don't be like this. Must appear in the company, be sure to let everyone see you, must be actively involved in corporate affairs. Everyone want to have a look, if you care about them. Lay off people you want to know them, and does the company have to do with you. You must be talking with you, to help them move the things on the car, to let them know that you are grateful for their efforts.