Downsizing with dignity
Downsizing with dignity
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
Downsizing with dignity - To learn more about this author, visit Louise Pope's Website.
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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
Downsizing with dignity - To learn more about this author, visit Louise Pope's Website.
Like this article? Share it with your friends
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