There could also be a sense of hope and personal control over their future with the company, instead of worrying about the possibility of a second-round of downsizing. The surviving employees must also be informed about where the company is going and how the downsizing will rejuvenate the company as a whole. The timing of the announcement is very critical, it should be made early in the week in order to allow for plenty of time to answer any questions that may arise from the workforce. If the announcement is made on a Friday, or the day before a holiday, there really isn't any time for the employees to ask their questions. This could leave the employees in a state of confusion and mistrust.
Most companies find that productivity plummets on the day of the announcement.
Giving people some time off allows them to absorb the news and to begin to take responsibility for themselves. After employees are notified of the layoff, they must tell their families that life will change. It is important that they understand the resources that the company will make available to them and what benefits they will receive. This is also the time to rebuild any lost trust and empowerment. The fourth stage emphasizes maintaining openness and honesty during implementation and following through on promises made to all employees.