People management specialist and author Karen Gately on dealing with the difficulties of downsizing the right way.
People management specialist and author Karen Gately on dealing with the difficulties of downsizing the right way.
According to Karen Gately, although no instance of downsizing is ever easy, it is important to go through the process without compromising levels of trust and respect for the leadership team.
Trust
This means your business should already have an environment built around trust for it not to be lost in the first place. When employees trust their manager or leader, says Gately, it will get them through the changes going on and reduce the likelihood of disputes and air of panic over job security.
No surprises
Having measures in place to see change coming will be beneficial to everyone in your business if it comes to downsizing. No one likes to be let go and even less when told at short notice. Not only will this likely provide more time to carry out the process fairly and respectfully for both parties, it also informs your choice on whether you are hiring or letting go of staff appropriately for the future.
Respect the impacts
Gately points out that being respectful, fair and compassionate to those you are letting go can go a long way. Making sure you demonstrate these traits in every step of the process ensures the employee a smooth, hassle-free transition and allows them to focus on their changing situation.
Be open
Honesty and clear communication also go a long way. Gately says often upsets are caused because of unclear delivery of information or news to the person being made redundant and to the rest of the team. Know your team so you can deduce when they need further explanation and keep them in the loop even after redundancies have been made.
This article is an adaptation from the original written by Karen Gately in MPA Magazine’s February edition.
Related articles:
Bridging the generation gap in your brokerage
There's no 'Generation I' in team
6 steps to managing change in your business​
According to Karen Gately, although no instance of downsizing is ever easy, it is important to go through the process without compromising levels of trust and respect for the leadership team.
Trust
This means your business should already have an environment built around trust for it not to be lost in the first place. When employees trust their manager or leader, says Gately, it will get them through the changes going on and reduce the likelihood of disputes and air of panic over job security.
No surprises
Having measures in place to see change coming will be beneficial to everyone in your business if it comes to downsizing. No one likes to be let go and even less when told at short notice. Not only will this likely provide more time to carry out the process fairly and respectfully for both parties, it also informs your choice on whether you are hiring or letting go of staff appropriately for the future.
Respect the impacts
Gately points out that being respectful, fair and compassionate to those you are letting go can go a long way. Making sure you demonstrate these traits in every step of the process ensures the employee a smooth, hassle-free transition and allows them to focus on their changing situation.
Be open
Honesty and clear communication also go a long way. Gately says often upsets are caused because of unclear delivery of information or news to the person being made redundant and to the rest of the team. Know your team so you can deduce when they need further explanation and keep them in the loop even after redundancies have been made.
This article is an adaptation from the original written by Karen Gately in MPA Magazine’s February edition.
Related articles:
Bridging the generation gap in your brokerage
There's no 'Generation I' in team
6 steps to managing change in your business​
