In today’s rapidly changing business environment, the alignment between HR leaders and C-suite executives is more crucial than ever. However, recent surveys reveal a significant disconnect between these two groups, particularly when it comes to managing the aftermath of layoffs.
Survey Insights: A Tale of Two Perspectives
Lattice’s 2024 State of People Strategy Report survey highlights a stark contrast in how HR leaders and C-suite executives perceive the recovery period for employees after layoffs. According Lattice.com, “64% of HR leaders believe that it takes between four months and a year for employee morale and productivity to return to normal. In contrast, 66% of C-suite executives expect a full recovery in just three months or less.”
This disparity in expectations can create challenges for HR departments, which are tasked with supporting employees through these difficult transitions. When the C-suite underestimates the time needed for recovery, HR leaders may struggle to secure the necessary resources and support to effectively manage employee well-being.
The Impact on Employee Support
The disconnect between HR and the C-suite can have tangible effects on the workforce. If executives push for a quicker recovery than is realistic, employees may feel pressured and undervalued, leading to decreased morale and productivity. On the other hand, HR leaders who understand the longer recovery period may find themselves at odds with executive expectations, creating internal friction and potentially hindering their efforts to provide adequate support.
Forbes went further to provide a few tips to help bridge the misalignment: –
- Consciously Seek Strategic Alignment
- Use Technology to Deliver and Communicate Impact
- Embrace Difficult Conversations to Fuel Collaboration
Bridging the Gap
To bridge this gap, open communication and collaboration between HR and the C-suite are essential. HR leaders need to present data and insights that highlight the true impact of layoffs on employee morale and productivity. By fostering a mutual understanding, both parties can work together to develop realistic timelines and strategies for recovery.
This disconnect between HR leaders and C-suite executives is a critical issue that needs addressing. By aligning their perspectives and working collaboratively, organizations can better support their employees through challenging times, ultimately leading to a more resilient and productive workforce.