Anphabe company proposes 4 principles to help human resources overcome this challenge.
Strict planning
Staff cuts are not a simple problem just revolving around numbers. Let's start by comprehensively assessing the financial situation, work performance of each department and the impact of cuts on business operations. An important question needs to be asked: Which positions are really indispensable; are there alternative solutions instead of firing; what support can the business provide to affected employees?
Remember, a thoughtless decision can cause the company to lose important talents and create a wave of negativity in the organization.
Transparency
Nothing is worse than employees discovering they are about to lose their jobs through whispers instead of from the company itself. Make sure you provide information clearly and transparently: Officially inform employees about the company's situation; explain the reasons for the reduction and how to implement it; commit to supporting them in the transition process.
Humanity in every decision
Affected employees not only lose income but also face insecurity and career disorientation. As a manager, you can help them overcome this stage by: Providing support packages such as severance allowances, unemployment insurance, or temporary financial support; introducing jobs by connecting with other businesses, supporting them to find new opportunities; supporting training by providing courses for them to improve their skills and find suitable jobs.
Stabilize the spirit of employees staying
Staff cuts not only affect those who leave but also leave fear for those who remain. If you don't manage well, you may face employee morale, reduced performance, and even proactive resignation.
Advice for the human resources and management department: Communicate clearly to avoid rumors and confusion; create motivation by recognizing employees' efforts; provide a clear development roadmap so that they are assured to stick with the company.
Consider alternatives
Before deciding to cut, consider other options: Cutting unnecessary costs by re-evaluating the marketing budget, office space, and unoptimized expenses; restructuring work by adjusting workloads between groups instead of eliminating positions; temporary salary reductions to help retain the team when the economy recovers.
