This takes its toll. Managers are people, too. They know the people they are having to let go have kids, bills, mortgages, car payments, etc. They also know that jobs are hard to come by right now. Health insurance is often unaffordable and COBRA, the federal program that allows employees to continue their employer-sponsored health insurance after they are terminated, is expensive.
So, what's a manager to do? Hand wringing and pacing are options, but not good ones. You can hide in your office and hope no one hates you for too long. But, again, this is not really a good option. You could lie and tell everyone that everything is going to be okay, put on a happy face and pretend that the layoffs haven't affected you or the employees left behind, but, again, not a good option, say the experts.
A bit of tough love in a way, but an important point, said Duperval. If you, as a manager, show everyone that you are in the dumps, yes, you may get some sympathy and understanding from those remaining, but you will not inspire a lot of confidence in the company or your ability to see people through the remaining tough times.
"Emotionally, I have not found or met somebody that enjoys doing this, looks forward to doing this, thinks this is a good thing," said Dave Willmer, executive director of Robert Half Technology, an IT staffing firm. "On a personal side, this is really tough for everyone."
It's also important not to second-guess yourself, said Human Resource Solutions Founder and President Roberta Chinsky Matuson. "First of all, you have to look at the big picture: if you didn't make those decisions the whole ship could come down, which means a lot more people would have lost their jobs - including yourself. I think that this recession came on so quickly there were very few warning signs that you could really go back and say, 'What did I miss?'"
Get Moving Again
To combat the inevitable bout of bad feelings, get proactive, said Willmer. Communication is the first step. Make sure that you are telling everyone why the layoffs are happening and what the company hopes to achieve by making them. While it may seem obvious to you, it's probably not to your staff. It's up to you to explain things. That's part of your job.
"There's a fine line that you have to walk but, as much as a manager can, be transparent as far as what is happening or will be happening and the better off you will be," said Willmer. "The longer you wait and the less transparent you are, the more it comes back to haunt you."
The next step is to find ways that you can help those that are being let go. One thing you can do is set up company-sponsored (or not) career counseling to help people - many of who may not have been in the job marketing for a very long time - update their resumes, work on interviewing skills, and understand how social networking sites like Linked In can help them land work. Many people may have heard of the online job boards like Monster.com or CareerBuilder.com, but have no real idea on the best ways to use them. You could even bring in a temporary placement agency, for example, to collect resumes and do interviews on site.