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Downsizing with dignity

Guest post by: Louise Pope

Article Overview: "You're fired!", Donald Trump's once popular catch phrase has become a living reality as our country enters the most difficult time we have experienced in decades. Company financials are hemorrhaging, prompting decisions by managers to slash expenses and reduce headcount by downsizing, right-sizing or in simple terms just cutting staff.

Downsizing with dignity

Unfortunately lay offs are inevitable. Make no mistake, downsizing can be cancerous to an organisation and the morale of the remaining employees. Executed without careful consideration it can destroy an organisation's culture and effectiveness.

However companies have control over who is laid off, how layoffs are conducted and what support and communication are given to those who are being impacted.

There are ways to manage these changes legally, ethically and with dignity and respect for everyone effected. Downsizing successfully is immensely difficult, but done right can position both the company and it's employees (both cut and retained) in a stronger and more focused position to meet the economic challenges ahead.

Getting your workforce through a downturn is a true test of corporate leadership the following ideas can help:


Treat all employees with respect and dignity. Communicate too much rather than withhold information.
Research applicable laws and follow the spirit of the legislation.
Afterward, give employees the psychological space to accept, and discuss, what has happened. Let the laid off workers and remaining employees say "goodbye".
Give the laid off employees as much notice as possible so they can find other jobs.
Offer an out placement service to assist those being laid off with resume writing, interviewing skills and, in some cases, career counseling.
Provide a financial 'safety net" for people leaving.
Cut once, cut deep.
Give the remaining team something to look forward to.
Take these additional steps as an organization to rally your survivors after layoffs and downsizing experiences:


Reinforce the vision, mission, and excitement of moving forward with the organization. Do this daily, in a positive, mind and heart-stirring way.
Emphasize positive goals, even small wins, that you can accomplish together in the short term. Make certain that the goals cascade through the organization so people feel connected to the overall strategy and direction. Review the goals publicly and regularly, both within their work units as well as on a company wide basis. This helps people focus on their individual progress as well as the overall progress of the company.
And finally remember like the phoenix in ancient mythology, you can step up to the challenge, rise from the ashes and soar to new heights...

Good Luck

Louise Pope

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Article Tags: applicable laws, career counseling, careful consideration, cascade, corporate leadership, dignity, downsizing, downturn, economic challenges, excitement, financial safety, information research, interviewing skills, layoffs, overall strategy, psychological space, safety net, true test, vision mission, workforce



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Re: 3 Signs That I Need To Get Serious About IM... - Hi David, I can fully understand your concerns at how the meeting would go and also your elation at the outcome. It’s a natural feeling not wanting to let someone down but also to come out of it with respect and dignity for each other and that certainly seems to be the case here. I am sure she was shocked to get the money back but I am also sure she was full of admiration for your professional integrity after that and she may even tell her friends about your Mahjong sets,LOL. On the subject on my travel, you have given me some food for thought there, I am always driving so maybe I should explore the CD market for inspirational material although I am not sure what I could achieve whilst driving apart from inspiration to work harder or smarter etc and translate that into my work when I get home. regards, Mal.


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