Reduction in Force Guidelines: How to Handle Employees Being Replaced by Technology

Glassdoor recently published an article that discussed the fifteen most “endangered” jobs in the market right now. Several of the positions discussed in the article are being eliminated due to the advancement of technology and societal changes over the past several years. While it is important for technology to advance so that we can continue to make improvements to better the world, it can have a negative impact on those who hold the positions that it is replacing. Organizations must have reduction in force guidelines that give instructions on how to handle these situations. Our four-step plan is an effective way to manage these situations. Learn more about voluntary reductions in force here.

Reduction in Force Guidelines: The Four Step Process

Reduction in Force Guidelines (#1):

Create a culture of transparency by announcing potential position eliminations early and encouraging open discussion.

If your employees have more time to process the information and react, the entire transition will be much smoother. Also these are not employees getting fired for bad performance! They are hardworking and dedicated employees, who deserve ample amounts of time to plan their next career move.

Reduction in Force Guidelines (#2):

Try to find positions in the organization for your employees whose roles are getting eliminated.

This gesture can go a long way in keeping your employer brand positive. Also, these employees already understand your culture and have loyalty to your organization; so keeping them on has a real upside.

Reduction in Force Guidelines (#3):

Provide support to employees whose positions are getting eliminated through outplacement.

These services will help your employees in transition find new jobs. Careerminds offers until placement support, and is able to meet the needs of your employees with its high-touch, high-tech platform.

Reduction in Force Guidelines (#4):

After the RIF (reduction in force) is complete, make sure to pay special attention to surviving employees.

Many will have survivor’s guilt, causing a drop in productivity and morale. Create a culture of transparency and openness, as well as encourage communication about what each individual is experiencing.

Raymond Lee

Raymond Lee is the President of Careerminds, a global outplacement company based in Wilmington, Delaware. He has over 20 years of human resource, outplacement, and career consulting experience. He has his bachelor’s in psychology and holds a Master’s Degree in Industrial/Organizational Psychology from Louisiana Tech University. He is active in SHRM and ATD. Raymond’s been featured on SiriusXM Business Radio, CareerTalk, and the Wall Street Journal and he’s published a book titled, Clocking Out: A Stress-Free Guide to Career Transitions.