Post Separation Interview: Evaluation Questionnaire

It is important for the manager to reflect on the layoff activities, to identify what worked, what could have been handled differently or better, and to improve the process in the eventuality of a future layoff. The following questionnaire should be completed by the manager to assist him/her in conducting a self-evaluation of the process.
 

How many employees that you managed were affected by earlier downsizing?

What types of questions did the affected employees ask that you found difficult to answer?

What questions were asked by the affected employees that you did not have enough information to answer?

What suggestions do you have for improving how a layoff is handled?

Do you feel you were adequately involved in the decision-making process, or the actual selection of employees laid off?

Would you prefer to be involved, or not involved, in the decision-making process or actual selection of affected employees?

Do you feel that you had the necessary information/communication prior to the actual layoff?

What types of questions were you asked by remaining employees, and how did you respond?

What type of motivational techniques do you use (if any) to generate loyalty and commitment to the company?

What suggestions would you offer to the company to assist managers in refocusing energies?

What suggestions do you have for improving the infrastructure of the company in handling layoffs?

What do you feel was the most beneficial in assisting throughout the layoff process?

  • From the company:
  • From WORKFORCE CENTRAL FLORIDA:

What do you feel was the least helpful in assisting you with the layoff process?

  • From the company:
  • From WORKFORCE CENTRAL FLORIDA:

Do you feel it is advisable to inform employees in advance of a possible/pending layoff? Why or why not?

What length of notification time would you advise as prudent?

  • 1 to 5 days
  • 6 to 20 days
  • 11 to 30 days
  • More than 30 days
What other information and/or training would have been beneficial in this process?
  • From the company:
  • From WORKFORCE CENTRAL FLORIDA:
 
After the layoff, changes in morale and loyalty can occur. What changes, if any, did you notice in your area?
  • Fears of impending layoffs
  • Guilt feelings of "why them and not me"
  • Changes in company loyalty
  • Problems in communication between line employees and line managers
  • Problems in communication between line managers and mid-level managers
  • Problems in communication between mid-level managers and upper management
  • Other
What suggestions do you have that would facilitate improved communication after the layoff?