When you're planning a reduction in force, you're balancing business realities with the impact on real people. A misstep can lead to:
Reputational damage and negative press
Legal or regulatory exposure
Broken trust with remaining employees
Overwhelmed HR and unprepared managers
The right plan helps you protect your people, your brand, and your leadership team on a very difficult day.
This practical checklist walks you through the key steps HR and leadership should take before, during, and after a RIF.
Aligning on business objectives and scope
Identifying roles and selection criteria
Coordinating with legal and finance
Core messages and timing
Manager talking points and FAQs
Planning day-of logistics and support
Options for outplacement and career transition
Recommended resources for impacted employees
Guidance on supporting "survivors" after the RIF
Monitoring morale and engagement
Leader expectations and check-ins
Lessons learned for next time
Created by OCM, a 40-year leader in career transition and RIF
support
For HR leaders who want a second set of eyes, OCM offers a complimentary 30-minute RIF Readiness Review.
Request My RIF Readiness Review
For 40 years, OCM has helped organizations navigate reductions in force and leadership changes with dignity and professionalism.
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40+ years specializing in career transition, outplacement, and leadership support
Deep experience across Utah, Idaho, Montana, and the broader Western U.S.
Participants in our programs often land up to 50% faster than market norms
