In today’s roller coaster economy we are hearing nightmares of employers downsizing in cruel, heartless, unprofessional and, at times, unethical ways. Employees who remain at the organization bear the burden of added work, undue stress and a vast lack of appreciation. It is easy to get caught up in the panic and drama.
Your role as a leader is to provide clear, concise actions that remain in keeping with the integrity of your position. Here are some tips to keep things moving in the right direction:
1. If you have to make the tough decision to release an employee, do it with compassion and professionalism.
Be fair. Have a private meeting with each person. Explain why their position is being eliminated.
Give them a chance to ask questions and share their concerns.
Allow the person to understand the scenario. This will assist them to move on gracefully.
2. Have your Human Resources or Talent Management Personnel available immediately after the conversation.
Make sure the terminated employee is aware of all of the benefits they are entitled to. This includes paid vacation, unused leave, COBRA and any outsourcing assistance you may provide.
3. Employees who are staying will be concerned about their retention. Be honest. If you are certain there will be no further lay-offs for a set period of time, declare that.
If it has not been decided if more lay-offs are planned, tell your remaining employees you will keep them informed as you are able.
4. Allow Employees who remain to discuss their new career path. When work is redistributed, it can cause people to question the plans they had for promotion.
If resources are tight and education or professional development programs are eliminated this can also cause a shift in the timeline for people to reach the next level in the company.
Be prepared to address these concerns. If you utilize a Performance Management program, make sure the corporate objectives, department objectives and each employee’s objectives are still in alignment.
5. If you are retaining an employee, there are reasons why they are valuable to the company. Take the time to review the benefits the employee brings to the table. Everyone can use a little reassurance.
If there is a performance issue that could cause the person to be vulnerable to being laid off in the next 6 months, review the issue and progress being made to correct the problem. Identify if they are on track in conquering the concern.
6. Lead by example. Everyone will be nervous and rumors will be flying. Do not engage in idle gossip or speculation. Every comment and gesture you make will be scrutinized by others looking for hidden meanings.
Watch your body language, tone of voice and content of each form of communication, especially emails! Be polished and professional.
7. The way out of the woods is the straight and narrow path. The faster each person in each organization can produce accurate, professional results the faster the economy can become healthy again. Be sure you model this attitude and provide your team with the support they need to accomplish their goals.
By using some common sense, professionalism and courtesy it is possible to get through the storm and still have a great crew on board when the skies clear.
Elizabeth Darcy Hope is the CEO of Fox Hollow Consulting Group, LLC. An international Executive Business Coach and Management Consultant, she has successfully guided many organizations through the process of change management. She can be reached at http://www.foxhollowconsultinggroup.com.
Article Source: Leader’s Guide to Surviving the Current Climate: 7 Tips to Stay the Course