Steps to Manage a staff reduction

Do not do this: An agro-export company brought together a number of employees, each employee had an envelope with the letter A or B written on it. He asked those who had the letter A to remain seated, and passed to the letter B to the next room. There, mass communications are about to be fired. a. - The decision: Should be the last measure. These processes generate low morale among survivors. b. - Who should communicate? : The healthiest thing is communication by the supervisor. It is important, leave the door open for a conversation with the boss's boss. Even if this is not carried out, offer it gives transparency to the process and confidence in the safety and fired. c. - Train managers on this issue: As with any interview or important meeting, prior preparation is essential and leave the emotions aside. Often this is difficult to feel responsible chief or guilt or perhaps angry.

d. - Opportunity: If the labor relations climate is not good when I tested, every organization has "personality" d. - One on one or in bulk: If you have decided to dismiss more than one person, it is best to fire them simultaneously . If your company is going through a situation involving multiple redundancies, such as plant closings, a line of business, reduced activities, etc. Communicate openly personnel plans and motives. Hard as it is to know reality, always reassuring rather than uncertainty. e. - enforce the law: In all cases we must know and do what makes the law, you have to resort to appropriate advice and be just f. - Monitoring of the rumors: In business there are rumors, and the person to be fired can learn the wrong way. g. - Reassure survivors: developing communication-intensive programs For more details see the article: The culture of fired Syndrome: How to reassure the survivors? h. - Offer assistance to the person to unlink: Note that you can reconnect with these people later on a customer or supplier company, and have to deal with from a different perspective.

Beyond the social responsibility that can feel the fire someone, there are also practical reasons. i. - Report to the media: Rumors of a possible reduction in staff can be very dangerous for the organization's relationships with their customers, suppliers and the community in which it is established. We must develop a plan to provide accurate information about the reduction. author's website: http://www.galeon.com/ricardocandela/