No one wants layoffs.  No wants to witness them, conduct them, or be the victim of one.  Everyone feels a mixed bag of emotions from sad for people who get laid off to relieved that you weren’t on the list.

We all suspect that there will be continued downsizing this year – whether due to economic strain alone or including employers being able to hide difficult terminations in a lay-off.  But, there will be layoffs and we can prepare now for surviving one.

Explain the decision.

Deciding whom to lay off and which workers to retain is usually a complex decision with lots of variables to consider. But if employees don’t understand that, they may see the process as arbitrary and unfair. Share as much information about the situation as you can. Employees are more likely to accept decisions if they know what went into them.

Communicate throughout the process.

Don’t hide information, good or bad. And don’t hide in your office while the dust settles, no matter how much work you have. Employees will think you’re avoiding them or planning further layoffs. Hold regular meetings to let people know what’s happen­ing. Acknowledge their fear and uncertainty so they know you’re sensitive to what they’re going through. Keep the lines of communication open so employees feel comfortable asking questions and telling you what’s going on.

Express your appreciation.

A simple thank-you can go a long way toward boosting an employee’s morale. Look for creative and inexpensive ways to reward good work. Recognition can be especially powerful if it’s connected to the organization’s goals—publicly praising employees for saving money, for example.

Start a new project.

Launching a new initiative will take people’s mind off the past. Look for projects that encourage collaboration; employees will get a better sense of how their individual efforts affect other people and the organization as a whole.