The Art of Downsizing Employees – The Golden Rule By Sarah Hathorn, AICI CIP, CPBS
Today, unfortunately, a lot of mid-level managers must downsize employees in their departments as they deal with our tough economic times. I always found as a Senior Level Executive at Macy’s, Inc that this was a very difficult task—no matter when it happens. You find that your team is like a family, and it is challenging to let someone go when you have developed a strong working relationship. Whenever a manager has to have a difficult conversation with an employee that is very sensitive such as downsizing, I think it is crucial to operate by the golden rule: “Do unto others, as you would have them do unto you.” This calls upon what I call your “professional grace,” to communicate the message with the same dignity and respect with which you would like to be told such news. Here are a few suggestions to effectively deliver this kind of sensitive communication:
1). Always Communicate Sensitive Information in Private
This communication is between you and the employee. Be sure that, other than their manager, they are the first to get the news. This type of communication needs to be face to face: no emails, texts or phone calls. Be sure to give the person your full attention.
2). Be Honest – Not Harsh
Be sure when delivering the news to be honest and over-communicate. Be compassionate and ready for whatever their reaction may be. You want to show dignity for the person because that says a lot about your image and how you communicate in tough conversations. It’s okay in this type of situation to experience their disappointment with them—sometimes people need to see your softer side.
3). Appreciate Their Contributions
Everyone contributes to the success of your organization. Today, although business is difficult and you may have to reduce your workforce, this person contributed hours of hard work. Thank them sincerely for their work and contribution.
4). After the Conversation – Communicate Downsizing To the Others
Once you have communicated to your affected employees, you will want to pull together the remaining team to explain the situation. Be sure to again over-communicate, letting employees know the reason behind the downsizing, how the people were treated, if the company is offering them a severance package and reiterate positively that everyone will get through this difficult time. You want to be sure you are continuing to communicate, because the rumors will start when people don’t know and understand the facts of the situation and the new vision of the company.
5). Active Listening
After you have communicated the change, be sure to give the others time to voice their concerns and answer any questions. They may be hesitant about taking on more responsibility and worried that their jobs are in jeopardy.
This type of news is never pleasant, but it you take into account these suggestions and communicate in an effective and sensitive manner, the remaining employees will respect you. Every great leader wants to be respected by their team.
As a pioneering and visionary innovator, Sarah is a certified professional image consultant and brand strategist, speaker, trainer and author. Her company, Illustra Image Consulting, provides leading-edge image and brand management strategies for top leaders and high achievers who wish to take their career to the next level. She also delivers innovative and inspiring corporate workshops to assist large organizations in strengthening their corporate brand.
