Four Typical Responses to Reduction in Force

The "normal" reaction begins with hurt, anger and disappointment, and then moves on to practical questions. This employee is generally realistic about the situation and is more concerned about what happens next than about the fairness of what has happened and why. The manager should concentrate on giving information and a constructive, action-oriented discussion.
The "smooth and controlled" reaction is deceptive and potentially the most dangerous. The employee may be so stunned, his/her ego and self-confidence so damaged, they take the news abnormally well. He/she may act as if everything is under control, or even as if the news is welcomed. The manager needs to ask enough questions to make sure that the employee understands what is happening and that he/she is actually hearing the bad news.
Hurt and distress characterize the "shock" reaction. The manager must take the time to discuss the employee's feelings. He/she must not rush the discussion, but should not allow the employee to dwell too long on their feelings Move on from this the discussion into plans for action.
The "violent" reaction is angry, noisy and sometimes scary. The employee may threaten to "get back at" the manager or company. The manager's best bet is to remain composed and avoid getting defensive. The employee should be allowed to vent, up to a point. If the situation appears to be getting out of hand, the manager should not hesitate to call for help.