Hi Friends,
Like everyone else, I suppose, we're kind of stressed about our business. We've had to cut hours, and of course, everyone worries that we'll have to lay off some people. Naturally, the rumor mill is operating overtime, and there's lots of grumbling. What can we do to get back to the generally positive and cheerful workplace we used to be?
Regards,
Abraham
From Saudi Arabia
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1Like everyone else, I suppose, we're kind of stressed about our business. We've had to cut hours, and of course, everyone worries that we'll have to lay off some people. Naturally, the rumor mill is operating overtime, and there's lots of grumbling. What can we do to get back to the generally positive and cheerful workplace we used to be?
Regards,
Abraham
From Saudi Arabia
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You must keep engaged employees in some kind of projects and ask their day to day feed back or progress, so that they shall not have time for this.. Empty mind devils house. Rashid
From Saudi Arabia
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From Saudi Arabia
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Dear Freinds, Anybody else would like to add....please I am not convince with Ash (Sorry Madam) reply because that was debate and no conclusion can be drawn from such debate. Abraham
From Saudi Arabia
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From Saudi Arabia
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No problem, Abraham, you need not have to feel sorry :-)
I am only thinking about what else can solve your query.
One thing I can tell you is - You need to have a discussion with your employees, all of them together, and cover a few of the following:
Let them know that the company values their presence and is looking forward to making it a mutually beneficial relationship. Please let them know why the layoff took place - and you could tell them it's for protecting the current growth of the business and the current top talent. They need not have to worry about their growth because the employer has a good and strong career plan mapped out (You may have revised responsibilities, right? So talk to them about it).
And - keep encouraging and appreciating contributions. A simple email from HR can make their day. Motivate them to be cheerful, send birthday wishes, greet them with a smile, and acknowledge their work - these are priceless things you can do to make it better.
Another point - never deal with negativity with negativity, as that can turn injurious. That is, if there is a negative atmosphere - try changing it with positive ideas. If someone is angry and frustrated, you too should not treat them with anger and frustration. Just smile and talk it over :-)
Anyways, let's see what others have to say about this.
From India, Madras
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I am only thinking about what else can solve your query.
One thing I can tell you is - You need to have a discussion with your employees, all of them together, and cover a few of the following:
Let them know that the company values their presence and is looking forward to making it a mutually beneficial relationship. Please let them know why the layoff took place - and you could tell them it's for protecting the current growth of the business and the current top talent. They need not have to worry about their growth because the employer has a good and strong career plan mapped out (You may have revised responsibilities, right? So talk to them about it).
And - keep encouraging and appreciating contributions. A simple email from HR can make their day. Motivate them to be cheerful, send birthday wishes, greet them with a smile, and acknowledge their work - these are priceless things you can do to make it better.
Another point - never deal with negativity with negativity, as that can turn injurious. That is, if there is a negative atmosphere - try changing it with positive ideas. If someone is angry and frustrated, you too should not treat them with anger and frustration. Just smile and talk it over :-)
Anyways, let's see what others have to say about this.
From India, Madras
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Hi Abraham,
Well, all the above statements were derived from my first post to you - which you ignored, saying it's just a debate. Look at it again - it has messages from experienced people. It's left for us to interpret and do an analysis based on what they suggest. In HR, we don't have ready-made answers.
Oh yes, I just read your post on letting people know that they have weird answers, and only if it were a paid one would anyone give you a quality answer. That's not quality - that is spoon-feeding. Let me see if there are consultants hungry for money and give "ready-made solutions." No offense! If so, just constructive feedback.
From India, Madras
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Well, all the above statements were derived from my first post to you - which you ignored, saying it's just a debate. Look at it again - it has messages from experienced people. It's left for us to interpret and do an analysis based on what they suggest. In HR, we don't have ready-made answers.
Oh yes, I just read your post on letting people know that they have weird answers, and only if it were a paid one would anyone give you a quality answer. That's not quality - that is spoon-feeding. Let me see if there are consultants hungry for money and give "ready-made solutions." No offense! If so, just constructive feedback.
From India, Madras
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Hi Kameswarao,
I don't agree with your opinion on consultants. The consultants are the people who will look into your watch and tell you the time. I have seen many consultants who will give you "Gnan," but we want the knowledge with a way forward, i.e., the execution part. Hence, I suggest Abraham to sit with their HODs/line supervisors and understand who the negative-minded people are. Overall, in an industry, there will be 5% of negative-minded and work escapers. If the management doesn't take any action against those people over time, the number will rise to 95%. If Abraham doesn't take the inputs from the line managers and HODs, then they won't take ownership. Once inputs are obtained from the HODs, start taking action. First of all, with all HODs, if possible, the COO should address all the people and communicate his expectations along with the present business trend (recession). If people are unable to pull their socks, then it will be difficult to continue. If unionized workmen are present, then to this extent, a letter should be sent to the Labour and Factories department, obtaining acknowledgment and displayed on the notice board. This makes a lot of difference. Once this is completed, send individual letters to their homes/spouses about the present scenario in the organization. Take action on indiscipline, recognize, and reward good work.
For all this, you have to have patience; otherwise, you will become a patient. It may be a six-month process.
Once again, my appeal to Mr. Abraham is not to look for ready-made solutions. The satisfaction you get after struggling is phenomenal.
Regards - Kameswarao
From India, Hyderabad
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I don't agree with your opinion on consultants. The consultants are the people who will look into your watch and tell you the time. I have seen many consultants who will give you "Gnan," but we want the knowledge with a way forward, i.e., the execution part. Hence, I suggest Abraham to sit with their HODs/line supervisors and understand who the negative-minded people are. Overall, in an industry, there will be 5% of negative-minded and work escapers. If the management doesn't take any action against those people over time, the number will rise to 95%. If Abraham doesn't take the inputs from the line managers and HODs, then they won't take ownership. Once inputs are obtained from the HODs, start taking action. First of all, with all HODs, if possible, the COO should address all the people and communicate his expectations along with the present business trend (recession). If people are unable to pull their socks, then it will be difficult to continue. If unionized workmen are present, then to this extent, a letter should be sent to the Labour and Factories department, obtaining acknowledgment and displayed on the notice board. This makes a lot of difference. Once this is completed, send individual letters to their homes/spouses about the present scenario in the organization. Take action on indiscipline, recognize, and reward good work.
For all this, you have to have patience; otherwise, you will become a patient. It may be a six-month process.
Once again, my appeal to Mr. Abraham is not to look for ready-made solutions. The satisfaction you get after struggling is phenomenal.
Regards - Kameswarao
From India, Hyderabad
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Dear Kameswarao,
I really don't support the idea of going through a consultant, but you must have seen the post by Abraham on saying that citehr will give quality inputs if it were a paid service. That was really bad.
From India, Madras
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I really don't support the idea of going through a consultant, but you must have seen the post by Abraham on saying that citehr will give quality inputs if it were a paid service. That was really bad.
From India, Madras
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Hi Ash,
I made these comments only to support CiteHR and bring something new as a service provider for some good professional and experienced professionals on board from various streams of HR. I did not intend to rate CiteHR a noble cause inferior just because I made some exclusive remarks for improvement. Improvement and enhancement are part of our life, and there are many ways and means; I only suggest one of them. Inadvertently, if I hurt anyone, I apologize for this.
Regards,
Abraham
From Saudi Arabia
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I made these comments only to support CiteHR and bring something new as a service provider for some good professional and experienced professionals on board from various streams of HR. I did not intend to rate CiteHR a noble cause inferior just because I made some exclusive remarks for improvement. Improvement and enhancement are part of our life, and there are many ways and means; I only suggest one of them. Inadvertently, if I hurt anyone, I apologize for this.
Regards,
Abraham
From Saudi Arabia
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Hi,
The issue has digressed from the initial query. To combat negativity, you can implement what is known as Appreciative Inquiry. It involves sharing and highlighting all the things that are going well—favorables and positives.
Conducting a brainstorming session with employees or representatives would help gather ideas and additional approaches to move forward in these challenging times. This process will enhance interpersonal interactions and harness workforce energies constructively.
I am sure that this approach can eliminate negative vibes and insecurities. All the best!
Regards,
Ayeshwarya
From India
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The issue has digressed from the initial query. To combat negativity, you can implement what is known as Appreciative Inquiry. It involves sharing and highlighting all the things that are going well—favorables and positives.
Conducting a brainstorming session with employees or representatives would help gather ideas and additional approaches to move forward in these challenging times. This process will enhance interpersonal interactions and harness workforce energies constructively.
I am sure that this approach can eliminate negative vibes and insecurities. All the best!
Regards,
Ayeshwarya
From India
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