EAP WEB - Employee Assistance Programs

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Helping survivors cope with downsizing. by Raquel Flor Downsizing is a life-changing event for the employees involved, and the mark of a good manager is the ability to raise the productivity and morale of those left to hold the fort. Can you name the most important asset of an organization? That's right, it is human resources. People are the lifeblood of the organization--they are the source of all innovation and creative ideas and without them, technology no matter how sophisticated will be useless. Unfortunately, despite their value, people are often the first casualties when companies decide to tighten their belts, effect a merger or an acquisition, or downsize. Downsizing--or rightsizing, layoff, redundancy, retrenchment or whatever it's called nowadays--is often a life-changing event for the employees involved, whether survivor or casualty. In bad times, downsizing is a business practice often resorted to by companies to stay solvent. While it may be justified, worker streamlining has serious ramifications that need to be handled with care. There are financial and humanitarian considerations for those who have to go, of course. But oftentimes overlooked is the fact that those retained by the company may suffer just as much as those made redundant. The challenge for management It's hard enough having to undergo downsizing upheavals, including the heart-breaking experience of seeing colleagues leave. But once the deed is done, you have to be ready to tackle a new set of challenges —a workplace filled with negative emotions such as grief, anxiety, anger, depression, conflict, defensiveness, emotional shock and loss of morale. A manager in this situation must have enough presence of mind to rise up to the crisis. If issues are not dealt with properly, you may see a dramatic drop in the productivity and morale of the survivors. What can you do? An important step to take is to forestall further damage by being visible and accessible. Survivors will definitely want to talk to you, and your task is to show compassion and listen to their sentiments. It may be very exhausting to become the receptacle for people's gripes and outbursts, but it's very crucial that you make people feel your concern and interest in their welfare. One thing you can do to inspire confidence is to speak about the company mission, vision, and future plans and the new work environment that you'd like to create. Take the time as well to thank people for their valuable contributions. Lauren*, who works in a global company, says they hold on to the “rules of the garage ” (their version of a mission statement) to give them direction amid a downsizing program. This is important because people need to know what they are trying to achieve. Instead of being left out in the cold, they are made to understand and can accept the changes taking place. You also have to make them see their role in ensuring the company's continued survival. Have a venue for regular group discussions and one-on-one meetings that will allow people to ask questions and will let you discuss goals to make the staff feel they are part of the big picture.

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