Job Security - Security Job - CiteHR
Rajesh Gone
Asst Professor
Head Hr

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Dear all,

I am facing a problem and don't know exactly how to handle this.

Let me explain the situation. In my company had been some changes.

Some of the employee's of our days of foundation have left the company in the last six months. The time was right for a change and they were looking for a new and fresh opportunity after some years.

In additional we are hiring a lot of new people because we grow a lot at the moment. I am sure that everyone of you know, if you hire a lot of people that some don't fit and leave again....they resign or you have to ask them to leave.

Unfortunately we also have some employees who spread a lot of gossip and so we have the situation now that a lot of employees believe that more people got fired than resign on their own.

I communicated a lot - I wrote mails where I explained that the person has resigned or when we ask someone to leave, why we do that. But still we have a straitened mood....

How to work that out? Has someone a good :idea:

I am looking forward for the exchange with you.


Please keep urself updated... Since we are in india so there are lots of job securities... KEEP UR SELF UPDATE :lol:
I know that but I really like to improve the situation for the employees because it affect our good working climate.
In our company people don't have to be afraid because of loosing their job - especially not the old members.
Kindly regards

Hi Ramona,
I suggest that you should also use the grapevine to spread the message... it spreads faster this way.
You can do the following:
1. Keep dropping names and reasons for leaving casually in conversations- especially if the parting has been on agreeable terms
2. If possible find out about the current jobs of ex employees and mention these positively to the current employees in casual conversations.
3. Try and find out if there are any particular people who are spreading these rumours
4. Appreciate the old employees and
5. always ALWAYS be positive about the company and current employees
I'm sure that you are probably doing some or all of the above steps.
But changing perceptions is not just your need. The other functional heads should also be roped in to talk positively to professionals in their depts. It will take time but with a concerted effort I'm sure perceptions will change.
I hope atleast some of this was helpful.
All the best.

maintaining quality of work life is mandatory for every organisation just dont let you go out of the situastion keer strong
Ramona, I would only add that I would not just rely on emails. Face to face contact with your employees, where questions can be asked and answered, is important for building trust with your employees. These question and answer sessions could take place in the weekly team meetings or in a general communication session. Your managers also need to be out the front in answering these questions.
Vicki Heath
Human Resources Software and Resources

Hi Vicki,
you are totally right - the personal talk is much better.
I gripped the chance last week. I had to present a new system to everyone in the company. I sat with small groups of five people and used the end of the meeting for some personal explanations. I was surprised because I thought everything is already said but there were lot's of more questions....
There is always space for improvement.
Thanks to everyone who gave me an advice :)

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