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Avoiding the "D" word: Downsizing!
The trend in American businesses to downsize when times get tough has (again) begun its ritual backlash.
According to the Society for Human Resource Management, the world’s largest professional HR management association, companies that have laid off employees in the past are now experiencing unwanted, increased attrition among their highest performers.
In addition, there’s always a ripple effect that accompanies layoffs. Remaining employees produce less over the long haul because they are upset and frightened by their colleague’s departure.
Try alternatives to downsizing. Ask your employees to help you save money. Go to a four-day work week for a while: it will slash your payroll by 20% and your employees will be more likely to stay. Create an arrangement with other companies to “loan out” your employees for a limited period.
The American workplace has experienced this phenomenon over and over again. We are continually “surprised” by the economic downturn and therefore aim at the biggest target (payroll) to reduce costs. As a result, our businesses barely survive the downturn and take longer to “get back on their feet.” That’s the best case scenario. The worst case scenario is that of an otherwise vital business sinking beyond redemption because its executives did not hire strategically, prepare for downturns before they happen, or explore alternatives to downsizing.
For more information, go to http://www.FullSpectrumHR.com
Before You Replace an Employee
by edwardnavis
Remember that each person has a profound effect on the day-to-day course of his job. When you replace someone (for whatever reason) be sure to examine the job as the rest of the company currently perceives it. Perhaps the exiting employee added something that’s now critical, or deleted something that the others still need. Write a comprehensive job description. When you write your posting for the job boards, break it down into the following headings:
Overall Job Description: No more than 5 sentences giving a high level overview of the job.
“Must have” skills and experience: if any of these are missing from the resume, discard it.
“Nice to have” skills and experience: those that will enhance the minimally qualified candidate.
About the company: A description of the company and why applicants should consider you.
In Return: As much info as possible about compensation. Contrary to popular belief, there’s nothing wrong with listing a salary, but that’s your decision.