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The oil and gas industry is currently facing a talent crisis on both ends: while recruitment and hiring is suffering from the prolonged talent shortage, companies are also being tasked with cost cutting, restructuring, and layoffs.

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When companies make the difficult decision to lay off employees, they have two difficult tasks ahead of them beyond simply taking care of transitioning talent: First, they have to boost morale for remaining workers. Second, they have to keep their investors and customers feeling confident. Let’s discuss the best ways to manage the message for key stakeholders during a layoff:

How Customers and Investors Perceive Layoffs

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Dan Phelan is among the foremost thought leaders in Human Resources. He has held key leadership roles in several areas of GlaxoSmithKline and is a member of RiseSmart’s Strategic Advisory Council. Here he answers questions in the continuing series of articles for RiseSmart called “Ask An Expert.” 

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It wasn’t long ago that the major employment problem facing the U.S. oil and gas industry was simply finding enough people to do all the work.

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Offering a severance package to all employees can help employers take care of their transitioning employees, limit company liability and protect their employer brand. Yet, 30 percent of employers we surveyed don’t have a formal severance policy in place.

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(For the first post in this series, see Part 1.)

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How to Communicate During a Layoff

One of the most difficult parts of carrying out a layoff is the actual notification. Whether you are delivering the message of an impending layoff to a group of managers or delivering the actual notification to individual employees, proper communication should be your number one concern.

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hr-data-resolutions

It is that time of the year again...

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