Downsizing. Feel the word. There is little doubt that it is not a positively charged word. Nevertheless, there are words many of us have to deal with. So, what are you doing? When you're in the middle of a downsizing? You want to take care of your people, and that the process is perceived as orderly and transparent, and that those who remain after the downsizing is completed still have confidence in you as a leader. So, how do you gently mitigate downsizing to your employees?
Expectation management
Downsizing processes are largely about expectation management. Realistic expectations are alpha omega, both in terms of the process itself, what it will require of the organization, as well as what results you can expect afterwards. You must ensure that the starting point for the downsizing is clearly communicated to the organization. In this way, there is no doubt as to why the process must be carried out. When you create clear and realistic expectations, you also lay the foundation for predictability. This seems safe for your employees in uncertain times. Creating a clear picture of what the future organizational structure should look like after the persuasy is taken out should be an important focus of the process.
Professional and safe downsizing
Studies show that the way a downsizing process is handled is essential to maintaining engagement with those who remain in the company. In addition, it strengthens the company's "employer branding". Norway is a small country with strong values, and it is characterized by the fact that many people know many. This may mean that someone who is terminated one day can be an important person for your business in a different context. It is therefore essential to carry out a downsizing process in a professional and safe manner, so that all affected parties feel safeguarded and treated fairly.
Practice the conversations and gently communicate downsizing to your employees
Once you have decided which criteria will apply to the implementation of downsizing, we would advise you to draw up a clear communication plan. Keep your company up to date by continuously informing your employees about what is happening and how the process is going. In this way, you will be able to minimize uncertainty. Repeat and clarify your message so that it is truly understood by the recipient and thus more easily accepted.
Be aware of what and how you communicate. How do you think the message will be received? Practice the conversations before they are conducted, so that your prerequisites for conveying the message in a gentle and clear way are good. In this way, those affected will feel looked after and face the message with a higher degree of understanding. You should also create and communicate a clear schedule so that all your employees are aware when the next important message is conveyed. We recommend that you pay attention to close involvement, discussions and good cooperation with elected representatives and safety delegates. Use good tools for competence mapping and selection assessment to ensure a good process.
Help moving forward
As an employer, the best help you can give redundant workers is to help them move on. The sooner the redundant workers can sign a new employment contract, the better off they will be. This applies both in terms of finances, but also in their future career path. Career guidance is a positive factor when carrying out a downsizing, which can make the process better, first and foremost for those affected by the downsizing, but also for the remaining employees and the company as a whole. There is a sense of security in the company offering assistance as a reward for a job well done, especially for HR and department managers who often play an active role in the downsizing process. It is good to know that those affected will be well looked after on their way to new tasks with a new employer. This also helps to improve your company's reputation and ensure that important skills remain in your company.
At Sariba, we work with several different suppliers to provide the full range of HR services. Our partner Qualified Solutions specializes, among other things, in career guidance and downsizing processes. If you have any questions or would like more information, please feel free to contact us.
