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Do You Still Love Me?

Posted by on 3 August 2018

Do You Still Love Me?

Redundancies leave a trail of devastation in their wake, and not just for those who've been laid off.  The employees left behind are more vulnerable to dysfunctional behaviour - and they'll be looking to your for support.

Boost creativity: Creativity flags after downsizing, so managers should encourage team building and provide challenging, stimulating work to get things fired up again.

Calm the team: Managers need to help employees to see the downsizing process as fair, allay their fears, and set out a clear roadmap of possible future redundancies.

Minimise turnover: Voluntary departures can increase substantially after a round of redundancies, which can leave you short-staffed and struggling.  Foster a culture of honesty with a solid HR policy and reap the benefits of talking - and avoid the walking.

Retain your heroes: Pay special attention to your high performers, helping them to see that downsizing opens up real opportunities for them.  It does.  So learn to communicate and keep them on-side.

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