Company Layoffs and Downsizing
Change is inevitable in the dynamic world of business. Organizations and firms have to constantly redefine their mode of operations in order to keep abreast with the changing market place. In order to be able to re-align with the recent trends, an organization will have to undergo both internal and external re-engineering.
The process of re-orienting a business to make it competitive touches on every element including the employees. In recent times one of the most common methods for businesses’ is to downsize their manpower requirements to avoid going under as a result of the financial gloom.
It is never easy to layoff an employee who has been loyal to the organization. It is even more difficult when such an employee has to be let go through no fault of their own. Managers are under a great deal of pressure when it comes to making such decisions. How does one arrive at a decision that will be seen to be fair?
The problem is compounded further by the fact that people are apprehensive to change and will try to fight anything that is likely to change the status quo of their lives. Faced with the prospect of losing their jobs, employees might choose to adopt certain retrogressive behavioral patterns including:
- Reporting late for worl
- Not meeting deadlines
- Decrease in productivity
- Increase in cases of indiscipline
- Frequent absenteeism
- Destruction of the company property
The change in behavior and attitude towards work is brought about by fear of change. Such behavior in the work place is counter productive and lead to losses.
When an organization is in the process of making changes, mangers should keep an eye for employees who exhibit any of the above symptoms so that they are able to address the problem before it spreads to the whole team.
If you are an employee who is aware of the situation, make sure you don’t portray any of the behavioral patterns listed above. If it will happen, it will happen. Being aware of the situation and keeping up to date about what the plans of the company are is the best method and approach so that you yourself can plan accordingly.
The most effective way of dealing with employees’ natural reaction to layoffs is by keeping them up to date about what is happening. As tough and as difficult the conversation might be, communicating about the situation will hold more weight than being blindsided in the minds of an employee.
The top management should hold meetings with all the employees at regular intervals to update them on the latest development. They should let their employees know the criteria which will be employed to layoff workers – in case of down sizing.
Open and honest communication will go a long way in keeping the negative behavior that is associated with the changes at bay.