Seniors, Pls help. We have recently downsized the organisation. Want to know ways and means to keep the existing employees motivated! Thanks Shubhangi
From India, Pune
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2From India, Pune
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Hello friend,
You have asked a very sensitive and vital question - it is a challenge for HR to keep the motivation of people who remain with the organization.
I would say that other leaders in the organization, including the CEO, should share this responsibility as the overall business performance hinges on the motivation of people.
The first step should be to have open and transparent communication that the downsizing is over - and it should be honest communication. This will reassure those who are in the organization.
Conduct a small group open forum session to discuss what the people feel about the downsizing - this forum will help you explain the reasons for downsizing.
There should be clear communication as to how people are required to handle additional roles and responsibilities and also if certain activities are totally eliminated.
Communicate to inform what kind of human consideration was given to people who have been asked to leave - it may be worth explaining that business is a RISK and under these risks, it is difficult to run a business if we continued to have the employee expenses with such headcounts and why it was a business necessity.
I would like to repeat - please inform everyone [in groups if required] that whatever downsizing was planned is over and now all those who remain have the responsibility to take the company forward to achieve its business goals.
While writing this is easy - it certainly is a challenge for HR and top management.
Hope this helps.
Regards,
Nishikant
From United States, Greensboro
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You have asked a very sensitive and vital question - it is a challenge for HR to keep the motivation of people who remain with the organization.
I would say that other leaders in the organization, including the CEO, should share this responsibility as the overall business performance hinges on the motivation of people.
The first step should be to have open and transparent communication that the downsizing is over - and it should be honest communication. This will reassure those who are in the organization.
Conduct a small group open forum session to discuss what the people feel about the downsizing - this forum will help you explain the reasons for downsizing.
There should be clear communication as to how people are required to handle additional roles and responsibilities and also if certain activities are totally eliminated.
Communicate to inform what kind of human consideration was given to people who have been asked to leave - it may be worth explaining that business is a RISK and under these risks, it is difficult to run a business if we continued to have the employee expenses with such headcounts and why it was a business necessity.
I would like to repeat - please inform everyone [in groups if required] that whatever downsizing was planned is over and now all those who remain have the responsibility to take the company forward to achieve its business goals.
While writing this is easy - it certainly is a challenge for HR and top management.
Hope this helps.
Regards,
Nishikant
From United States, Greensboro
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Managing Employee Motivation After Downsizing
Downsizing is never an easy decision for any business. When it comes to layoffs, how you treat people, both laid-off and remaining employees, will make a huge difference in outcomes. If it's unavoidable, make sure that you do two things: careful planning and maintaining dignity to do more with less.
Supporting and Motivating Remaining Employees
Remaining employees need not only support but also motivation. Be honest and open with them about the reasons for the downsizing decision and the needs of all remaining stakeholders to move on and overcome the hard times. You need to talk with each of them individually and let them share their thoughts and concerns. One-to-one direct meetings can also let surviving employees know that they stay for a reason and how they are valued. Anything you can do to make them feel their stay is a win-win deal for you, as the employer, and for them, as valued contributors.
Gaining Trust and Providing Opportunities
Gaining trust after downsizing is a must because your employees have experienced a huge loss caused by the company. The downsized company will require its workforce to handle more tasks with more responsibilities. Thus, it's a good time for additional training provided by the company, which creates more opportunities for survivors' career development at the same time.
Re-engaging Employees After Downsizing
Re-engaging employees after downsizing is not easy because they may face an overwhelming workload, work stress, or even fear of the next downsizing decision. Allow them time and space to adapt to the new situation, but never leave them alone. Your thoughtful planning and deliberate actions will determine whether you bring a committed workforce back or not; it depends on your choice!
It's not a new topic, but still needed in recent economic downturns. For your reference: http://HR Management: If You Have to..., Do It Right!
Regards
From Vietnam, Hanoi
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Downsizing is never an easy decision for any business. When it comes to layoffs, how you treat people, both laid-off and remaining employees, will make a huge difference in outcomes. If it's unavoidable, make sure that you do two things: careful planning and maintaining dignity to do more with less.
Supporting and Motivating Remaining Employees
Remaining employees need not only support but also motivation. Be honest and open with them about the reasons for the downsizing decision and the needs of all remaining stakeholders to move on and overcome the hard times. You need to talk with each of them individually and let them share their thoughts and concerns. One-to-one direct meetings can also let surviving employees know that they stay for a reason and how they are valued. Anything you can do to make them feel their stay is a win-win deal for you, as the employer, and for them, as valued contributors.
Gaining Trust and Providing Opportunities
Gaining trust after downsizing is a must because your employees have experienced a huge loss caused by the company. The downsized company will require its workforce to handle more tasks with more responsibilities. Thus, it's a good time for additional training provided by the company, which creates more opportunities for survivors' career development at the same time.
Re-engaging Employees After Downsizing
Re-engaging employees after downsizing is not easy because they may face an overwhelming workload, work stress, or even fear of the next downsizing decision. Allow them time and space to adapt to the new situation, but never leave them alone. Your thoughtful planning and deliberate actions will determine whether you bring a committed workforce back or not; it depends on your choice!
It's not a new topic, but still needed in recent economic downturns. For your reference: http://HR Management: If You Have to..., Do It Right!
Regards
From Vietnam, Hanoi
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Employee Motivation.ppt