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In Face Of the Layoff
面对裁员
During this period of corporate layoffs and reorganizing in this financial crisis, employers and employees must respect that there is a natural grieving period-a mourning for the way things used to be. Friendships may be severed, and there is day-to-day uncertainty about the future. An employer's psychological and emotional response does make a difference to the bottom line.
在如今这个金融危机时期，许多公司纷纷裁员或重组。雇主和雇员都必须意识到现在会是一个难免感到伤感的时期——为这种在经济困难时期公司常用的方式感到悲伤。友情也开始遭遇危机，还包括对未来每一天的不确定性的担忧。雇主生理和心理上对危机的承受能力的不同决定着裁员底线的差异。
Companies use terms such as transformation or reconstruction when terminating people. While it is dehumanizing to be terminated，it is not the same as being fired. Being fired implies that the employee has failed the company or done something against policy. People today are being terminated because their jobs are being eliminated.
公司在裁员时通常会使用“转型”或“重组”之类的措词。但是这种解雇方式是非常不人性化的，并且不同于解雇。一般来说，被解雇说明雇员让公司失望或是做了一些违反公司纪律的事。如今，雇员被裁却是因为他们的工作岗位被撤销了。
It is a difficult task at best when one department has thousands of people to terminate within a few days, not months. HR is usually understaffed and may be seen as unimportant. But the current crisis has put a new emotional load on this department, much like that on the floor traders at the New York Stock Exchange.
一个部门需要在几天内而不是几个月内裁减掉几千名员工，这的确是一项比较困难的任务。人力资源部经常人手不足且不受重视。然而，这次的金融危机却让人力资源部背上了新的情感包袱，如同纽约证券交易大厅里的交易员一样。
In recent days, we have seen men with heads in their hands, tears in their eyes, and reports of some traders literally collapsing from fatigue amid the hectic trading. We are getting reports from HR departments that their employees are suffering from fatigue, depression, and uncertainty regarding even their own employment.
最近，我们看到很多人痛苦地双手抱头、双眼湿润、并且处理交易中一些交易员因疲劳而崩溃的新闻也不绝于耳。我们也正从人力资源部的报告中得知他们的雇员正在遭受着疲劳、沮丧、甚至是自身的职业的不确定所带来的折磨。
It is their job to make the termination paperwork correct, have it prepared and ready for the day when management needs it. When there are a few terminations at a time, no sweat, but in today's situation some companies have needed to lay off more than 6,000 in a week. And they understand the numbers-fewer employees mean fewer HR staff will be needed.
做出正确的裁员报告书是人力资源部的分内之事，准备好这些文件以备管理层随时需要用到它们。当一次只裁退几个雇员时，对他们来说几乎不用耗费多大精力，然而现状是一些公司甚至需要在一个星期内裁员6000人以上。他们了解这些数字的意义，更少的雇员也意味着需要更少的人力资源员工。
Understandably, businesses must find ways to cut expenses without cutting services where possible. That often means terminating employees or selling or canceling leases on buildings no longer needed. There is a corporate manager recalls seeing on the local news her company’s name removed from buildings and people leaving the premises to face unemployment. Depression quickly overcame her entire division.
可以理解的是，企业必须找到方法以尽可能减少花费，同时不能影响到服务质量。这通常意味着企业不再需要进行裁员.推销或是从办公大楼里退租。有一个公司经理回忆她在当地的报纸上看到自己公司的名字被移除出办公大楼名单，离开公司的人面临着失业。萧条的气氛立马充斥着他们整个部门。
Employers that are preparing to lose more than half of their staff at one time are finding it prudent for a team of managers to take on the role of exit interviewer. The idea is to have communication and let the employee know that he or she is still a person of worth.
当雇主们打算一次性裁减半数以上员工时，他们发现必须谨慎挑选一些经理担任离职面谈者。这是为了让这些经理同被解雇的员工进行沟通交流，并让那些雇员知道他们仍然是有价值的人。
Employees grappling with layoffs don’t just feel guilty for having survived the latest round of cuts. They're also telling their colleagues and loved ones, "I don’t know how to react anymore." Keeping up morale is a challenge that goes beyond HR, as everyone, from the CEO on down, is made to withstand varying levels of pressure and different challenges.
员工在同裁员行动相抗争的时候，不会因为最后留下来而感到内疚。他们也经常告诉自己的同事和所爱的人，“我再也不知道该如何作出反应了。”保持士气，不论是对CEO，还是对公司上下的任何一个人来说都是艰难的任务，这个目标超过了人力资源管理的范围，这要求每个人能够承受各种不同的压力及挑战。
With each round of terminations, many employees go through bouts of depression on the job and away from it. Families are facing severe challenges paying for the necessities of day-to-day life. We know from health experts that these emotional ups and downs can create physical and mental imbalances. The bottom line: increased health issues and insurance claims.
经历了一轮轮的裁员，许多雇员都是屡败屡战。许多家庭为了每日生活的需要，正面临艰难挑战。健康专家表示这种情绪的起伏可以导致生理和心理的失衡。底线则是：不断增加的健康问题和保险索赔。
One hopes entrepreneurial inspiration will eventually lead us out of this mess, and that in the meantime, we will offer each other a hand of friendship, both between employer and employee and neighbor to neighbor.
有人希望企业家的灵感能够最终带我们走出这种混乱局面，同时我们能互相友爱，不管是雇员和雇主还是邻里之间。
In these tough times, ascribing blame or feeling guilt doesn’t solve problems, and the caring you extend may make all the difference to yourself and others.
在这艰难时刻，追究责任或是感到内疚并不能解决问题，你对更多人的关心可能对你和这些被关心的人都很重要。
