正確的裁員

錯誤的裁員會讓企業多年都承受負面的影響。情緒不滿的受資遣的前員工會成為在市場上持續批評公司的一股力量，而留下來的員工則可能會在景氣復甦時很快離開公司。

如果你的公司確實必須裁員，那麼請參考以下的作法：

1. 讓自願離職者早些離開。有些人會比較願意領取動人的提早退休待遇，或是補償配套。讓這些自願離退者早些離職，你可以讓其他人有較高的士氣，并減少反對氛圍。
2. 充分溝通。確保所有員工都明白公司為何要裁員資遣，是如何做出這樣的決策的，以及公司提出的資遣待遇辦法是如何的。
3. 推薦安排新工作。公司領導者對於受到資遣的員工，應該盡可能用他在產業的個人關係，推薦安排新的工作機會。如果可能，列出產業內的可能工作機會，或是推薦安排到集團內的其他企業去。

Correct Layoffs

The wrong layoffs will make businesses suffer negative effects for many years. An emotionally dissatisfied former member of the Union has become a constant criticism of the company on the market, while the employees left are likely to leave the company soon after the recovery.

If your company really needs to lay off staff, please refer to the following way:

1. Let voluntary departures leave early. Some people will be more willing to receive attractive early retirement or compensation. If these voluntary retirees leave early, you can make others more morale and reduce the opposition atmosphere.
2. Fully communicate. Ensure that all employees understand why the company needs to lay off employees and how to make such decisions, and how the company proposes the way of sending benefits.
3. Recommend a new job. A company leader should use his personal relationship in the industry as far as he or she is concerned, and recommend new opportunities. If possible, list possible job opportunities in the industry, or recommend arrangements for other businesses within the group.