Kraft and Heinz officially completed their merger back in July. Even then, it was suspected that job cuts would take place—and now they have. Kraft Heinz is laying off 2,500 workers, which accounts for more than five per cent of its total staff.
Regarding the issue, Michael Mullen, a spokesman for Kraft Heinz, said that layoffs were taking place to help “ensure we are operating as efficiently and effectively as possible.” Going on to add that this was a “very difficult, but necessary decision.”
Kraft Heinz is currently controlled by Warren Buffett’s Berkshire Hathaway and 3G Capital. And while layoffs will be taking place in both the United States and Canada, with 700 of the cuts happening at the Kraft headquarters in Northfield, Illinois, all employees will receive a minimum of six months severance pay.
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Unfortunately, when businesses are struggling, layoffs may be necessary. While painful and stressful for both the employer and employee, these cuts may need to happen for a company to turn a profit.
To help make this process go a little smoother, Business Review Canada has put together some tips to help overcome layoffs and improve your business operations.
Determine how many employees to cut
For morale purposes, it’s better to have one big layoff versus a series of small ones. It’s not fair to have employees constantly worrying whether or not if their job is in jeopardy (i.e. if they’re next on the chopping block).
During this time, be upfront and honest will your workers—they will respect you more. Educate them on how much revenue needs to come in each month in order to pay the bills and turn a profit. And if more jobs may need to be cut in the future, let your workers know.
Eliminate positions you no longer need
When your business was thriving, you may have had certain positions or employees that you no longer need or can afford. In this case, it may be appropriate to eliminate positions and/or do some shifting of job responsibilities.
For example, you may discover that an employee in a position that is scheduled to be cut is more valuable and qualified than someone occupying a position you plan to keep. If so, make a substitution: keep the better worker, but change his or her position within the company.
Be careful of how and why you choose to lay off a worker
When making these difficult decisions, whatever you do, make sure to terminate someone fairly and legally. It is illegal to make employment decisions based on age, gender, race, disability, religion and national origin. Therefore, don’t discriminate for an illegal reason.
Specifically, when making your list of people you plan on cutting, check to see if there are several similarities between workers. If you discover that you’re eliminating mostly women or elderly employees, either rethink your plan or consult an employment lawyer to avoid potential discrimination claims.
Dealing with the rest of the team
You need to be open and honest with all of the employees who will be staying with the company. Different ways to possible create some ease throughout the company include:
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