The 14^th HR Technology Conference & Expo is in Las Vegas this week, and we wanted to offer five fun things for your to-do list:

1.    Try your luck.

It’s Vegas, right? You know what everyone will ask you when you get home. If you’re not a card shark, try the slots.

2.    Live Tweet and try to meet with the social media influencers you follow.

When a company conducts mass layoffs, or even smaller-scale cutbacks, the objective is usually to reduce costs. 

Reductions in force carry a price tag of their own, however.  And if not managed properly, these costs can be far greater than the employer bargained for.

The financial gains of layoffs can be offset by rising unemployment insurance (UI) taxes, severance costs, COBRA plans, discrimination claims and even lawsuits.

After a company downsizes the remaining employees can experience a range of emotions: initial relief, a sense of loss, even guilt over keeping their jobs. During these emotional periods, HR managers need to provide support to employees and develop a plan for moving forward. 

Optimism, Honesty and Rebuilding Trust

It’s important for managers to maintain an optimistic attitude and promote positive thinking. Be honest about the situation. All who are coping with the recent layoffs need to understand the logistics behind the decision and the plan going forward.