How to reduce the negative effects on the employee?<br />
Loyalty<br />Morale<br />Job satisfaction<br />Organizational commitment<br />Physical and mental health<br />Creativity<b...
Communication<br />Maintain the morale in the company<br />Provide supports to the current employees<br />Re-motivate the ...
<ul><li>After downsizing, employees spend significant amounts of time gossiping and worrying about the uncertainties in th...
By communicating with employees, it can make them feel part of the organization and restore their loyalty.
Communication will help to curb the worry and re-direct employee energies to the job at hand (Fisher, 1988).</li></ul>Comm...
The communication should cover the following topics:<br />Admit the fact of downsizing individually and confidentially.<br...
<ul><li>Long after downsizing is completed, make employees feel they are valued.
To emphasize this point, talk about where the company is headed, and describe any plans for growth.</li></ul>Communication...
Communications<br />Maintain the morale in the company<br />Provide supports to the current employees<br />Re-motivate the...
<ul><li>After downsizing, maintaining the morale is of paramount importance.
There are three common aspects to a strategy for influencing morale. They were the ability to: </li></ul>Anticipate employ...
Convince the workforce that job reductions were necessary.<br />Apparent clarity or fairness in deciding on individual red...
<ul><li>Communicate throughout the period of change, not just at the beginning.
It will be seen as insensitive to deny the reality of the painful aspects of the change.
Communication has to be honest. </li></ul>Interventions To Build Morale<br />
Giving direct support to the ‘survivors’ as well as the ‘victims’ of downsizing. <br />Provide supports in the fields of S...
Provide training to help staffs adjust to new job demands. <br />Make them clear about what they are expected in the new w...
<ul><li>Organizations are using a range of measures to monitor some of the outcomes of morale.
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How To Reduce The Negative Effects On The Employees(Updated)

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How To Reduce The Negative Effects On The Employees(Updated)

  1. 1. How to reduce the negative effects on the employee?<br />
  2. 2. Loyalty<br />Morale<br />Job satisfaction<br />Organizational commitment<br />Physical and mental health<br />Creativity<br />Work quality<br />Effects on the employees<br />
  3. 3. Communication<br />Maintain the morale in the company<br />Provide supports to the current employees<br />Re-motivate the employees<br />Ways to reduce the negative effects<br />
  4. 4. <ul><li>After downsizing, employees spend significant amounts of time gossiping and worrying about the uncertainties in the future.
  5. 5. By communicating with employees, it can make them feel part of the organization and restore their loyalty.
  6. 6. Communication will help to curb the worry and re-direct employee energies to the job at hand (Fisher, 1988).</li></ul>Communication<br />
  7. 7. The communication should cover the following topics:<br />Admit the fact of downsizing individually and confidentially.<br />The fact that changes are coming.<br />The purpose of the downsizing.<br />The need for growth and profitability.<br />Explain future plans.<br />Describe what effect is expected on the organization.<br />Emphasize that laid-off employees will be treated with respect and dignity and will receive appropriate severance pay.<br />Listen to employee concerns.<br />Communication<br />
  8. 8. <ul><li>Long after downsizing is completed, make employees feel they are valued.
  9. 9. To emphasize this point, talk about where the company is headed, and describe any plans for growth.</li></ul>Communication<br />
  10. 10. Communications<br />Maintain the morale in the company<br />Provide supports to the current employees<br />Re-motivate the employees<br />Ways to reduce the negative effect<br />
  11. 11. <ul><li>After downsizing, maintaining the morale is of paramount importance.
  12. 12. There are three common aspects to a strategy for influencing morale. They were the ability to: </li></ul>Anticipate employee response.<br />Identify interventions to impact morale.<br />Monitor and evaluate morale and the impact of actions taken. <br /> Morale<br />
  13. 13. Convince the workforce that job reductions were necessary.<br />Apparent clarity or fairness in deciding on individual redundancies.<br />Care over redundant staff.<br />Managers should be willing or able to provide adequate time and support to individuals. <br />Anticipating Employee Response<br />
  14. 14. <ul><li>Communicate throughout the period of change, not just at the beginning.
  15. 15. It will be seen as insensitive to deny the reality of the painful aspects of the change.
  16. 16. Communication has to be honest. </li></ul>Interventions To Build Morale<br />
  17. 17. Giving direct support to the ‘survivors’ as well as the ‘victims’ of downsizing. <br />Provide supports in the fields of Stress Management and Careers Counseling.<br />Rebuild relationships through team building activities to between and within groups and departments.<br />Interventions To Build Morale<br />
  18. 18. Provide training to help staffs adjust to new job demands. <br />Make them clear about what they are expected in the new working environment.<br />Adopt reward strategies to boost morale.<br />Use regular forums for managers to share their concerns with their peers throughout the change period, and avoid them feeling isolated.<br />Interventions To Build Morale<br />
  19. 19. <ul><li>Organizations are using a range of measures to monitor some of the outcomes of morale.
  20. 20. For example, staff turnover, absence from work and performance indicators is often monitored numerically.</li></ul>Monitoring And Evaluation<br />
  21. 21. Employee Attitude Surveys<br /> Through the increasing use of employee attitude surveys, attitudes and perceptions of employees are obtained.<br /> These can be used both to identify variations in response within the workforce, and track changing perceptions over time. <br />Upward feedback <br /> Upward feedback is another way of collecting information on employee morale and response to initiatives. <br />Monitoring And Evaluation<br />
  22. 22. Communications<br />Maintain the morale in the company<br />Provide supports to the current employees<br />Re-motivate the employees<br />Ways to reduce the negative effect<br />
  23. 23. Provide a timeframe.<br />Provide psychological and career counseling.<br />Provide training to the staffs.<br />Providing supports <br />
  24. 24. Communications<br />Maintain the morale in the company<br />Provide supports to the current employees<br />Re-motivate the employees<br />Ways to reduce the negative effect<br />
  25. 25. Employee Commitment<br />1. Focus <br /> Establish clear goals, expectations, and values.<br />2. Involvement <br /> Employees have input into planning, problem solving, and decision making that affect their job.<br />Re-motivate employees <br />
  26. 26. 3. Gratitude<br /> Recognition and appreciation are shown for employee efforts and accomplishments.<br />4. Accountability<br /> Responsibility is given and producing results at high standards expected and upheld.<br />Re-motivate employees <br />
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