Addressing Employee Concerns After Workforce Reduction
Recently, due to a reduced workload, management has asked four employees to leave. Since our organization is small, with only 30 employees, the departure of these four individuals has created an atmosphere of skepticism among the remaining employees regarding their job security.
As an HR professional, what steps can be taken to reassure employees that their jobs are secure and alleviate their concerns? I understand this is a time-consuming process, but how can we begin to address it?
I hope I have clearly defined the situation. I am looking forward to your suggestions.
Regards,
Parikshit
From India, Gurgaon
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9Recently, due to a reduced workload, management has asked four employees to leave. Since our organization is small, with only 30 employees, the departure of these four individuals has created an atmosphere of skepticism among the remaining employees regarding their job security.
As an HR professional, what steps can be taken to reassure employees that their jobs are secure and alleviate their concerns? I understand this is a time-consuming process, but how can we begin to address it?
I hope I have clearly defined the situation. I am looking forward to your suggestions.
Regards,
Parikshit
From India, Gurgaon
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I understand the issue and appreciate your thoughts. Was this downturn only because of less workload, financial reasons, or any other reasons? Is your company oversized with the required talent to run under unfavorable conditions? It is natural for people to get upset if the company has the financial capacity to sustain for some more time but terminates people due to low workload.
You cannot stop them if they believe their employment is in danger (it can be the truth also). If it is not the correct picture, spend time with them, have cordial dialogues, and track anxiety in their minds over a cup of tea. Have an open session with all of them to address their queries and tell them they need to focus on their work and should not worry unnecessarily.
You have to be ready with your answers on why four employees were terminated and what is the guarantee others will not have to face such a situation.
Wish you all the best.
With best regards,
Vaishalee Parkhi
From India, Pune
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You cannot stop them if they believe their employment is in danger (it can be the truth also). If it is not the correct picture, spend time with them, have cordial dialogues, and track anxiety in their minds over a cup of tea. Have an open session with all of them to address their queries and tell them they need to focus on their work and should not worry unnecessarily.
You have to be ready with your answers on why four employees were terminated and what is the guarantee others will not have to face such a situation.
Wish you all the best.
With best regards,
Vaishalee Parkhi
From India, Pune
Acknowledge(0)Amend(0)
If four persons are removed out of 30, then approximately 13% of the manpower is removed. In that case, nothing is wrong if the remaining 87% develop fear psychosis. To dispel the fears of termination, you need to talk to your MD and discuss this. It is the MD who should give assurance about the security of their job. If this is not done, it could lead to a spell of resignations.
Nevertheless, if the downward slide of the business continues, then the situation may merit the removal of a few more persons. In that case, the MD will be in a bind because he will not be able to live with assurance.
Therefore, for the next course of action, discuss with the MD.
Thanks,
Dinesh Divekar
Business Mentor, Consultant, and Trainer
From India, Bangalore
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Nevertheless, if the downward slide of the business continues, then the situation may merit the removal of a few more persons. In that case, the MD will be in a bind because he will not be able to live with assurance.
Therefore, for the next course of action, discuss with the MD.
Thanks,
Dinesh Divekar
Business Mentor, Consultant, and Trainer
From India, Bangalore
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