One of the most difficult and distressing situations that businesses face is handling layoffs. The most prevalent reason for company layoffs is that they need to reduce operating costs and hence opt to terminate employees to save money. Whilst this is one technique to save expenses, it costs the company negative press, knowledge and innovation loss, weaker engagement, and increased turnover. Being frugal by laying off staff has far-reaching consequences that may take organizations years to rectify. As a result, this HBR IdeaCast podcast episode explains how many critical issues concerning layoffs are overlooked by firms, which can be detrimental in the long run. The episode argues that corporations are employing new individuals at the same time as they are letting people go, which explains why layoffs appear to be different these days. According to the episode, this is not a good method to create a healthy working atmosphere or a productive and engaged team. But, according to the episode, there may be valid reasons for this as well, such as investing in talents that are specifically tailored to your organization. Yet, when it comes to tech layoffs, the episode implies that there is a growing lack of creativity in the area. One of the primary arguments corporations give for handling layoffs is that they overhired and now need to let employees go in order to save money. Yet, according to the episode, it is just not prudent to recruit so many people relatively recently and then let go of even more individuals than were hired. According to the episode, while payrolls account for a lot of money going out of the employer's hands, and layoffs do save that money, there is much more that is lost when layoffs are undertaken. The corporation has a negative reputation for abruptly cutting off employees, which suggests that its marketing suffers as a result. Businesses must brace themselves for a lack of institutional knowledge since not only does the dismissed employee take the organizational knowledge with them, but the company now lacks one person to perform work. The team that has been left behind now needs to take on more work, increasing the likelihood of burnout and drastically weakening employee engagement. Most significantly, layoffs undermine the personnel's faith in the organization, jeopardizing employee retention and satisfaction. All of these are critical assets for the company that will take years to restore if they are lost. As a result, while handling layoffs appears to be a simple way to decrease expenses, businesses must consider the aforementioned elements that they will have to compromise with. Businesses must take into account the aforementioned factors when deciding whether or not to terminate employees. As a result, handling layoffs should be preferred as per corporate standards, but only after careful analysis of the risks involved. Read More Transition into highly sophisticated professionals within the domain of health care. Click to know more about the Global Health Care Leaders Program (GHLP) from Harvard Medical School Executive Education.