Managing People with Dignity and Care

by Kerry Larkan on July 29, 2009

Let’s say you have no alternative but to let people go, yes, that horrid “R” word “retrenchment” how do you choose who goes?

Do you know right now most businesses are doing it based on the costs of the individual to the corporation? In other words, those earning the most dollars.

Any wonder young people take a cynical view of big business?
Right now I know of several organizations preparing to lay people off based solely on dollars. Not only that, but little or no discussion with people whom the anointed redundee reports to.

Let me suggest, recommend and cajole you to take another perspective:

• Have you conveyed the facts of the situation?
• Do you truly know the situation?
• Have you tripled your communication efforts to allay fears and anxiety or is it all closed doors?
• Are you adding and deducting costs to perpetuate a lie?
• Who adds least value to the operation not who costs most?
• What skills are critical to recovery and the bounce back when it starts?
• Have you asked managers for their opinion?
• Have you sought out volunteers to go?
• Have you planned for some intervention and expenditure for those remaining?

How you and the senior team manage redundancy has a far greater impact on morale and productivity than any fancy words you might care to utter. It is all about “what” you do (behavior) not what you say.

That aside, communication is critical in any change management work and needs to be increased not decreased. Engage an outside expert if you need help and just remember communicate often, with brevity, honesty and transparency.