Redundancy Downsizing, or Just Having to Let People Go

Have you fallen victim to the iniquitous redundancy downsizing syndrome which seems to be afflicting more and more organisations, public and private? The term 'Layoff' is being heard far too often and is actually supposed to be the temporary suspension or permanent termination of employment of an employee or group of employees for business reasons due to economic problems.

Surely, certain jobs are no longer necessary because of changes in technology or relocation to cheaper locations, but are too many employers hiding behind the technicality to get rid of people?

Originally it referred to merely a temporary interruption in work, as when factory production demands ebb and flow and work falls off at certain times. However, in recent times the term has also become to meaning the permanent elimination of jobs.

Downsizing Is Job Loss By Any Name...

Downsizing is the active use of permanent personnel reductions to improve efficiency and has now become a strategic business operation suggesting that downsizing is being regarded by management as one of the preferred routes to turning around declining organisations and improving organisational performance as a cost-cutting measure.

Further euphemisms are often used to "soften the blow" in the process of firing and being fired including downsize, rightsize, smart-size, redeployment, workforce reduction, workforce optimization, simplification, force shaping, recussion, and reduction in force. While redundancy is a specific legal term in UK employment law, it may be perceived as obfuscation. Firings imply misconduct or failure while lay-offs imply economic forces beyond one's control.

"Redundancy Downsizing, or Just Having to Let People Go" by Peter Fisher

If you are handling lay-offs or a Redundancy Downsizing operation or just "having to let people go" you know how difficult and stressful it can be. Everyone is affected in some way whether they are being made redundant or let go and out of work; or even whether they are being kept on (the survivor-guilt syndrome).

Maybe you are having to make the decision about who stays and who goes, or perhaps the decision has already been made and you are implementing it, redundancy downsizing is one of the most challenging issues most people face in their careers.

To make it easier you must use an understandable basis for selecting who goes or stays then apply the selection process objectively to everyone in the affected areas. I cannot stress enough the importance of fairness and consistency, both with the legal framework and within data protection issues. The criteria can be weighted in terms of relative importance and so long as it is applied to everyone in the same way, it will be seen as being fair.

When you've done that, which was the easy bit, you now have to inform people what's happening to them.

Breaking Bad News

Breaking the news of possible redundancy downsizing requires firmness, empathy and compassion because individuals react in a whole raft of different ways - many of them unexpected, and you can't predict how any one person will react so you must prepare for as many eventualities as possible.

Strong emotions are quite normal; shock, anger, rejection, excitement, relief, guilt and apprehension are all common responses to this situation. So be prepared for the person you're informing to may feel any of these at some point.

Usually the early stages of numbness and denial are followed by anxiety or anger; some self-doubt and negativity may follow. It can almost be likened to a necessary period of grieving for the loss of something so important in their life.

Their self-esteem may be affected and this is commonly accompanied by a loss of energy, in which case give them time to adjust and ask questions before re-establishing the rest of the interview.

It is important to realise that this is a general pattern and that individuals go through change in unique ways. Individual patterns vary in length, sequence and intensity. Not everyone experiences every stage.

Gradually they will come to the acceptance of what has happened. Then you can be ready to help them let go of the past and start to look forward, consider their options or explore new alternatives. This becomes a very active time for job seekers. Over a period of time, your people will come to terms with what has happened and its implications

You must also manage yourself throughout the process and acknowledge your own feelings and emotions about what's happening. You need to accept that you are a person as well as a manager. This means being able to balance the organisation perspective with your own values and beliefs and realise that these may sometimes be different.

In my experience as a professional Career Consultant helping and training organizations to deal with redundancy downsizing or otherwise letting people go, I found that most went out of their way to ensure that the best possible support was available for ALL those involved. Working with KPMG Management Consulting, Sanders & Sidney plc and Penna Consulting plc me and my team supported large and small organisations all over the world, where from just one person up to several thousand people were affected.

What they had in common was expert support in all the areas I've mentioned plus ongoing personal support for the individuals who were leaving. Unfortunately many companies can no longer afford the fees, which can run into thousands of pounds, to provide this level of personal support.

The answer then is to provide detailed information from experts that can be accessed when needed and wherever it is needed. This is what I've set out to do with my work on Career Change. By presenting at no charge, all the information that may be needed on my website www.your-career-change.com and creating relevant downloads at a small cost those who are affected by redundancy, downsizing or are being "let go" can get expert advice at very little cost.

If organizations also need help with the Selection Criteria or Breaking News issues; or if they need help in understanding how to deal with the reactions, they too can receive expert assistance if they also contact me via the website http://www.your-career-change.com

Peter Fisher is Managing Director of Career Consulting Limited and has over 25 years experience in helping people and organizations with Career and Employment issues. For insights into the Career Change process visit http://www.your-career-change.com/7-steps.html

Article Source: http://EzineArticles.com/?expert=Peter_Fisher

Many people value the support and personal mentoring of Career Counselling following a redundancy downsizing or layoff. Click for information about how I can help you get your career back on track.

You will find lots of helpful information you need at Returning To Work to get you back into a job quickly.

You may also find that career counselling with a professional career coach may help you regain your career position.

Top of Redundancy Downsizing

Return to Your Career Change Home Page

---

Looking for something more about redundancy downsizing?

An answer to an interview question? A CV or Resume layout? How to start Networking? Or some ideas of your options?

Just enter your keyword in the search box below to find your answer on this site or anywhere else on the web. You will see some adverts that may be of interest since Google targets ads to your particular interests, but your results will be below that.