They say the definition of insanity is doing the same thing and expecting different results. If that is the case, are there viable alternatives to downsizing that could save the sanity of both employers and employees alike?
During a wave of layoffs, employees become obsessed with their plight--it dominates informal discussions in the organization, and, as a result, employees turn their focus inward and worry about job security rather than focusing outward on job performance.
Most business owners are not human resource or employment specialists. When making tough decisions about your people, it helps to understand some of the terminology.
If your company has still found that downsizing is the way to go, then you might want to consider offering outplacement services to the employees that you’re laying off.
Business people are finding creative ways to design and modify alternatives to downsizings because reductions in force are costly, devastating to the employees impacted, and generate public ill will. If there are other options, wise employers explore them.
Major process phases.Downsizings, layoffs and mass plant closures are very difficult. Even when successful, there is sadness and much ill will generated. Businesses should view these acts as a complex process consisting of many phases and tasks that require coordination and careful decision-making.
Before, during and after a downsizing, it is imperative that employers consider how they plan to retain employees who are survivors of the layoffs.
When possible, it is important to consider all options and evaluate the alternatives to downsizing--and it all begins with communication.
Doing everything you can to help the terminated employees goes a long way in ensuring employees know that you care about them.
I know how it feels to be involved in a downsizing. Therefore, I am committed to help businesses plan downsizing initiatives in a sensitive, empathetic and professional manner.
Maintaining staff morale during and after a downsizing is essential to a company’s survival.
To avoid potential problems in disclosing information and giving references, many employers have strict policies on giving references, outlining the type of inf
Yes. Even in times of layoffs and slow economy, you want to offer benefits to your employees that can boost morale and increase loyalty to your company.
The fact that an employee is on FMLA leave does not always preclude termination of employment or prevent an employer from declining to reinstate an employee on
Though it may seem contradictory, in a time of unprecedented downsizing, employee retention becomes more important than ever.
In a troubled economy, it's no surprise that many companies turn to downsizing to stay solvent. What is surprising is the way some employers may go about it.
Any civil action maintained by the employee must be commenced within one year of the actual or constructive discovery of the alleged violation (Sec. 181.965).