A Descriptive Essay Writing on ?Employee Downsizing Best Practices’

Management essays are difficult to write not only because writers are to be updated from time to time but the implications on such changes on employees and organizational culture will have to be discussed as well. This is a custom essay writing example, which attempts to portray the best practices in employee downsizing.

In many organizations where downsizing was successfully implemented and yielded positive results, it was found that senior leaders had been actively involved in the downsizing process. Though the downsizing methods used varied from organization to organization, the active involvement of senior employees helped achieve downsizing goals and objectives with little loss in quality or quantity of service. The presence and accessibility of senior leaders had a positive impact on employees—those who were downsized as well as the survivors. According to a best practice company source, “Managers at all levels need to be held accountable for—and need to be committed to—managing their surplus employees in a humane, objective, and appropriate manner. While HR is perceived to have provided outstanding service, it is the managers’ behavior that will have the most impact.” In many companies, consistent and committed leadership helped employees overcome organizational change caused by downsizing.

HR managers in these companies participated actively in the overall downsizing exercise. They developed an employee plan for downsizing, which covered issues such as attrition management and workforce distribution in the organization. The plan also included the identification of skills needed by employees to take new responsibilities and the development of training and reskilling programs for employees. Since it may be necessary to acquire other skills in the future, the plan also addressed the issue of recruitment planning.

These companies also achieved a proper balance between formal and informal forms of communication. A few common methods of communication adopted by these companies included small meetings, face-to-face interaction, one-on-one discussion, breakfast gatherings, all staff meetings, videoconferencing and informal employee dialog sessions, use of newsletters, videos, telephone hotlines, fax, memoranda, e-mail and bulletin boards; and brochures and guides to educate employees about the downsizing process, employee rights and tips for surviving the situation.

Many organizations encouraged employees to voice their ideas, concerns or suggestions regarding the downsizing process. According to many best practice organizations, employee inputs contributed considerably to the success of their downsizing activities as they frequently gave valuable ideas regarding the restructuring, increase in production, and assistance required by employees during downsizing.

Advance planning for downsizing also contributed to the success of a downsizing exercise. Many successful organizations planned in advance for the downsizing exercise, clearly defining every aspect of the process. Best practice companies involved employee union representatives in planning. These companies felt it was necessary to involve labor representatives in the planning process to prevent and resolve conflicts during downsizing.

Though the above measures helped minimize the negative effects of downsizing, industry observers acknowledged the fact that the emotional trauma of the concerned people could never be eliminated. The least the companies could do was to downsize in a manner that did not injure the dignity of the discharged employees or lower the morale of the survivors.

The author is an expert in custom essay writing services. He is specialized in essay writing and dissertation writing. For more details on order dissertation, please visit author’s blog