Your company is in the planning stages of implementing a maj

Your company is in the planning stages of implementing a major downsizing initiative. Like most well-kept company secrets, word has started to spread throughout the company. You fear how this will impact both short-term and long-term productivity; therefore, you want to act proactively sooner than later. 1. What are your concerns regarding those employees who will leave the organization? 2. What are your concerns regarding those employees who will remain? 3. What specific areas do you want to address? a. How might you address them?

Solution

1.
My concerns are as follows:
1.   Spreading of negative rumors in the company related to its future.
2.   Demotivation among those employees who will leave their jobs
3.   Reduced productivity in the short term
4.   Scope of increase in negligence by those employees who will leave the organization

2.
My concerns are as follows:
1.   Growing uncertainty among those employees who will remain in the employees
2.   Growing worries about their own futures among remaining employees.
3.   Scope of getting affected by the fake stories /rumors spread by employees who are leaving. Thus, they can also leave the organization.

3.
I should address the following areas:

a.   Employee motivation
b.   Prevention of spreading rumors
c.   Employee counselling
d.   HR planning
e.   Clear the air talk related to the future of employees as well as organization
f.   Exit plans for the employees who will leave the organization

a.
It is the company who is taking downsizing measures. Thus, the company needs to analyze and identify those employees who are less productive and / or not required by the company as a measure of downsizing.
After the identification process, I should take following initiatives to address the issue:
1.   One to one interaction (if possible) and counseling to the employees who will leave and offer them the exit plan with a schedule. Discussing the company’s objective behind downsizing measures can also be discussed up to a certain limit.
2.   Motivating them to work at their best so that productivity level is not getting down in the short term.
3.   Finding and preparing the replacement people who can take over the responsibility in a scenario of employees leaving jobs on their own.
4.   Addressing and counselling those employees who will remain with the organization and offering them the career plan with the organization
5.   Assuring them of their futures and motivating them to avoid negative rumors
6.   Preparing next level of employees who can take responsibilities in a scenario of mass exodus of employees