UK: in larger organisations (I mean big enough to have more than say 20 employees being made redundant) there is a consultation process that lasts a month or can last up to three months depending on the number of people being made redundant. There is a process that has to be kept to and there is a statutory minimum amount of redundancy pay [1] as well as payment in lieu of notice. Redundancy payments are tax free up to a limit
The result is in my experience less secrecy (consultation period) and some sort of financial safety net, at least a few months worth.
As pointed out below, the consultation period is before those being made redundant are (officially) selected. In large organisations - for extra fun - you have things called 'redundancy pools' based around areas of work or grades that all share a risk of redundancy but only (e.g.) 5 out of 25 will actually be made redundant. I should also point out that larger orgs often offer voluntary redundancy at enhanced terms within given 'pools' - unions where they exist will often bargain for enhanced terms.
Not a pleasant time but does give people weeks/months to find something else and take what financial precautions they can - and perhaps decide that 'VR' (voluntary redundancy) is possibly attractive. Yes, you do lose good people sometimes.
* officially made
Not arguing against severance just saying that "well throw some money at them" doesn't necessarily make it any better.
Companies generally do not tell you 3 mos in advance you are being laid off, so if there is no severance then you are blind sided and are instantly with out income
I would much rather my layoff come 3mos sooner and have 3 months to look for a job before having no income, then been "allowed" to continue to work 3 months longer with no severance
You may not be that surprised to hear that he’s not bitter at all, and has every intention of working ‘till his last day.
Because people feel strength in numbers and don't beat themselves up that only THEY are being let go. If all those other people are being fired - including Bob over there who (50% chance) worked harder than me - then it's not my fault.
I don't think there's a way to make it "more human." The opposite extreme of your scenario is bringing everyone (either on site, or everyone getting laid off) into a room and break the news in one shot. I've had coworkers who have been laid off in the "put everyone in a room" way. 60 people told at the same time their position had been eliminated, leave their badge at the door on the way out. That's not any less cold. I'd argue individually telling folks is better. It lets people have an emotional reaction if they need to, and not have to worry about the other dozens of people around them.
If you need to lay off many people at once, there is no good way to do it.