Page 11 - BusinessWest December 22, 2021

certainly be a challenge when employees are home in their pajamas instead of in the office. I have talked to executives who feel strongly that people simply are not going to get as much done at home because the temptation to slack off is too great. That may be so, but there are tools that businesses can implement to track and monitor employee work habits and productivity while at home.
For starters, daily Zoom meetings, or at least a few video calls per week, put people
in the mindset of being at work while giving colleagues a chance to see and interact with their peers, even if it is through a video screen. Second, if a business has real concerns about employees slacking off at home, there are all sorts of employee-monitoring software prod- ucts out there that do everything from tracking keystrokes to measuring time away from the computer. Just be sure these tracking tools do not run afoul of workplace privacy laws.
“The final and most important lesson brought to us courtesy
of Better.com was how not to communicate a 900-person layoff to your workforce.”
In order to satisfy these laws, you gener- ally have to disclose to the employee that they are being tracked and/or monitored, which
undoubtedly will cause concern to some of your workforce who feel ‘Big Brother’ is look- ing over their shoulder.
The final and most important lesson brought to us courtesy of Better.com was how not to communicate a 900-person layoff to your workforce. Losing your job over a three- minute video chat alongside 900 peers is just awful. Many of those employees undoubtedly provided numerous years of service to Better. com. They were rewarded with no chance to ask questions about the layoff decision, no chance to talk about other opportunities with- in the organization, and apparently no offer of severance to get them through the holidays. Garg faced severe criticism in the media for his callous approach to firing 900 people at once — and deservedly so.
But is there an easy way to tell people they are getting laid off? No, there is not. But there is a right way and a wrong way. The wrong way was illustrated by Garg — cold and imperson- al, and showing no signs that you care in any way about the employees’ future endeavors.
Based on my experience, the right way to conduct a layoff involves three things. First, employers need a polished communication strategy that involves one-on-one meetings with affected employees that gives them an opportunity to have some real dialogue about the decision-making process and suggestions for future success with another company.
Second, consider offering outplacement services to all employees who are part of a reduction in force. Outplacement services are coaching and mentoring programs that help separated employees find a new position.
These services are typically affordable and demonstrate that the business cares about its workforce.
Finally, providing some severance to affect-
“Is there an easy way to tell
people they are getting laid off?
No, there is not. But there is a
”
ed employees is always recommended. This may not be an option if the reason for the lay- off is driven by financial considerations, which is often the case. Even so, severance should absolutely be part of the conversation when thinking through a layoff, and, in my opin- ion, should be offered as a gesture of goodwill unless the bottom line just will not allow for
it. u
John Gannon is a partner with Springfield- based Skoler, Abbott & Presser, specializing
in employment law and regularly counseling employers on compliance with state and federal laws, including the Americans with Disabilities Act, the Fair Labor Standards Act, and the Occupational Safety and Health Act; (413) 737-4753.
right way and a wrong way.
As we reflect on the challenges and changes of 2021, we are grateful for the opportunities they’ve created. By bringing our best selves each day, we’ve developed a supportive team that is eager to contribute and elevate. OTO is approaching 2022 with tangible excitement as we continue to recognize our strengths and
value to each other, our peer groups, and our clients.
FEATURE
DECEMBER 22, 2021 11
BusinessWest