1. 5 things to do if you’re forced to downsize
Your organisation may have little choice at the moment but to reduce its workforce. However, a
poorly managed restructure can damage your organisation’s brand and limit its capacity to respond
to an upturn.
Here are our five top tips to managing the remaining workforces’ morale while letting some of their
colleagues go.
1. Identify the roles that are key to your organisation’s success. Evaluate what each role
contributes rather than the individual in each role. Cut a less critical business unit rather
thana set proportion of staff across the board.Reduce numbers in non-core sectors but allow
for internal movement for top performers.
2. Identify what competencies you need to achieve goals. Retain and engagehigh performers
within core functions. Think about who adds value and who is hard to replace.
3. Protect your bottom line and brand. The message an organisation communicates during
redundancies affects the brand and may stick for a long time. Treat former employees with
fairness and respect.
4. Communicate regularly. Tell employees what you know when you know it. Provide them
with accurate information and the dignity they deserve.
5. Remember the remaining workforce. Survivors can feel guilty they have been retained -
perhaps at the expense of colleagues - or fear they are next to go. Rebuild their confidence.
Advise them that they are vital to the organisation's future. Knowing why they survived will
help them stay engaged.