Downsizing - Some best practices
Downsizing - Some best practices
1. Handle the situation with sensitivity. Communicate personally and explain the business situation honestly.
2. Provide employees with information regarding their eligibility for unemployment insurance.
3. Communicate – communicate – communicate…
a. As soon as possible (to the general audience and to those affected.
b. Openly and as honestly as possible
c. Tell those who will stay what the future ‘plan’ is to correct the situation
4. Prepare managers with information and a communication strategy for their role with their teams. Make a “script” for them to follow so the message is consistent. Provide the managers lay off packages to give each of their employees.
5. Offer a period of severance pay to assist these employees in a transition to a new job
6. If at all possible, offer an outplacement service to the employees being let go…this will buy you tremendous good will with them and the employees who stay. You can get some very good assistance for as little as $500. Per employee.
7. Don’t forget the employees who are staying. This is your opportunity to show them you are concerned about them as well as those who are departing. As a result of the downsizing, they will work harder and will have lost their friends. Let them know you appreciate their hard work and
COMMUNICATE
COMMUNICATE
COMMUNICATE
Downsizing Some best practices - To learn more about this author, visit G.J. Miller's Website.
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What to do to “lessen” the impact:
1. Handle the situation with sensitivity. Communicate personally and explain the business situation honestly.
2. Provide employees with information regarding their eligibility for unemployment insurance.
3. Communicate – communicate – communicate…
a. As soon as possible (to the general audience and to those affected.
b. Openly and as honestly as possible
c. Tell those who will stay what the future ‘plan’ is to correct the situation
4. Prepare managers with information and a communication strategy for their role with their teams. Make a “script” for them to follow so the message is consistent. Provide the managers lay off packages to give each of their employees.
5. Offer a period of severance pay to assist these employees in a transition to a new job
6. If at all possible, offer an outplacement service to the employees being let go…this will buy you tremendous good will with them and the employees who stay. You can get some very good assistance for as little as $500. Per employee.
7. Don’t forget the employees who are staying. This is your opportunity to show them you are concerned about them as well as those who are departing. As a result of the downsizing, they will work harder and will have lost their friends. Let them know you appreciate their hard work and
COMMUNICATE
COMMUNICATE
COMMUNICATE
Downsizing Some best practices - To learn more about this author, visit G.J. Miller's Website.
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John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
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