Downsizing - Some best practices

Guest post by: G.J. Miller
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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

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About the Author: G.J. Miller

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The PartnerFirm's Human Resources Consulting Group has a unique business perspective, which combines leading edge HR concepts and bottom line business requirements. We believe leadership has the single largest impact on the success of a any company. The unique programs and tools designed or delivered by The PartnerFirm, are always focused on strengthening leadership and organization capabilities. The PartnerFirm has developed a unique Leadership multi-rater feedback assessment as well as Early Career and Senior Leader Development Series.

Our comopany supports small organizations without HR and in larger organizations we partner with the Executive and HR Teams to develop and deliver programs. From policy development to strategic planning, succession planning and leadership development - we have the experience.
Gay Miller is the founder of The PartnerFirm Inc. She is a professional speaker and has had several articles published on topics related to Human Resources, Leadership and Values. During her career, she built HR departments from the ground up both nationally and internationally. At the Corporate level she managed 11 HR professionals in 9 countries. Easily transitioning the divide between strategic and tactical levels she is known for her ability to quickly assimilate information and provide business oriented solutions. www.thepartnerfirm.com info@thepartnerfirm.com 905-543-0681
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