Talent Management in Recession
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Short overview of managing talent in, or emerging from a recession
![2 THINK ING? In a boardroom, not so very far away, not so long from now, decisions will be made which will determine the future of your business. Across the land, competitors will be looking to pick up your clients and your talent as you downsize. So before you jump for the swinging cuts option ,[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
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Talent Management in Recession
- 1. 1 THINKING? Talent Management in times of Churn
- 3. How vulnerable will you be in the interim?
- 4. How big a hit on your competitive advantage
- 6. Why me? It's not fair!"; "How can this happen to me?"; "Who is to blame?“ I can’t do my work, its like walking through treacle, can’t think straight This really hacks me off, it’s an outrage. Who do they think think they are! OK, so I’ve not got an empty hand here, lets talk reciprocal It’s all going belly up, there’s no hope Actually, maybe there is a future here, lets think of the options We’re on a new path now, I feel energised again Kübler-Ross model Optimism 7. Renewal 1.Denial 3. Anger 6. Exploration 4. Bargaining 2.Immobilisation 5. Depression Pessimism Time
- 8. You need to know the psychological and emotional impact of where they are
- 10. How will it treat those leaving
- 11. Will harmony be replaced by conflict
- 13. What’s in it for me
- 14. Proactively jumps ship
- 15. Takes client base
- 17. Needs to be talked to once calmed
- 18. Feels shafted
- 24. Performance takes a dive
- 25. Creates panic among others
- 27. Feels “stuck” and vulnerable
- 28. Creativity and innovation inhibited
- 30. High flyer but isolated
- 31. Doesn’t get bothered by much
- 33. Helps think through options
- 35. Treat people as you would want to be treated
- 37. Why me? It's not fair!"; "How can this happen to me?"; "Who is to blame?“ I can’t do my work, its like walking through treacle, can’t think straight This really hacks me off, it’s an outrage. Who do they think think they are! OK, so I’ve not got an empty hand here, lets talk reciprocal It’s all going belly up, there’s no hope Actually, maybe there is a future here, lets think of the options We’re on a new path now, I feel energised again Kübler-Ross model Optimism 7. Renewal 1.Denial 3. Anger 6. Exploration 4. Bargaining 2.Immobilisation 5. Depression Pessimism Time
- 39. Don't expect people to be "grateful they've got a job."
- 40. Work even harder to encourage and motivate people.
- 41. Over- communicate, keep people informed if you know what's happening.
- 42. If you don't know what’s happening, keep quiet.
- 43. Pay close attention to the organisation climate
- 44. Stay calm, don't be a moaner, be a role model
- 45. Focus on your work and your goals.
- 46. Don't ignore the importance of training and development.
- 48. We have significant experience in the range of Talent Management, Leadership Development and change processes
- 49. We are based in the UK
- 50. Produced by Dr Doug Young, HR Performance & Development
- 52. Contact dy@hrpd.co.uk18 © HRPD Associates 2009