The opinions of the employees of s You are personal.
The key is to take responsibility for the actions taken and share them with the rest of the team so the ghosts don’t fall.
Reduction, adjustment, permanent approval or termination of the contract. Whichever name you use, all of these actions end up with the same result: fewer resources, especially human, to do the same amount of work, and more.
Unfortunately, financial reality sometimes forces you to take measures that reduce the number of people you employ. What can you do? The quickest and easiest measure is to distribute the responsibilities of a dismissed worker to the rest. However, this has both positive and negative effects.
According to the motivational gurus, additional tasks can sometimes motivate employees because they represent an additional challenge. The business owner or administrator knows that the workload will be met, productivity will be maintained, and the company’s earnings will continue to flow. In fact, the benefits of dismissing a person are greater because the cost of payroll is reduced.
While it appears to be a win-win situation for both managers and employees, it definitely has its drawbacks. For starters, workers can feel overwhelmed and overwhelmed. Eventually, this causes unnecessary stress and pressure. In these circumstances, many people tend to make mistakes, become irritable, and often less productive.
And the worst part is that they complain to other members of the organization, criticize the administration, and put less effort into their work. Why does the team feel this way? There are several factors that interfere with people’s thinking, including a certain amount of pain for the loss of a companion or friend. That is natural, so you have to anticipate it.
Another possibility is that your employees feel that you don’t care or that you don’t understand the difficult situation they are in. You may even feel that you have fired a key element, perhaps accidentally. The guilty survivors’ experience can anger them when their colleagues are fired, and despite the company’s financial reality, they could accuse you of being unfair or reckless.
You may consider not taking action because you are hopeful and believe that the situation will improve soon. Although some leaders choose this path, keep in mind that it is not the most effective. Hiding things under the desk is not a good way to deal with complicated problems.
This type of manager believes that the employees who stay in their positions are lucky enough to have a job. So if they are given additional responsibilities, they only have to accept them or risk being fired. Although this may be technically true, it is also true that it is an insensitive reaction.
Sometimes people prefer to remain silent because they are afraid of being fired. They even work harder for a while, again out of fear. But in the end the result is that motivation, morale and productivity decrease because the really important issues are not addressed.
Therefore, the solution is to give the members of your team a clear and convincing explanation to avoid all of these negative effects. To do this, proceed as follows:
1. Meet with your employees. Explain in detail the current situation, the short-term forecasts and the measures that you have taken. It also clarifies what additional responsibilities those who remain in the organization will assume.
If possible, ask each employee individually how they feel about the measures taken. The most important thing is that everyone can express their thoughts and feelings to prevent them from speaking behind your back, spreading rumors and showing evil will.
2. Recognize the effects of your actions. Describe how you try to help them prioritize and deal with change, seek success, and achieve goals. Make every effort to avoid unnecessary tasks that some employees have to carry out themselves.
3. Focus on positive action. Discuss how these difficult steps will have a positive impact on everyone’s future in the short term. With these changes, you can also identify the brightest and safest elements in the group.
When the business situation improves, it is ideal to hire some members who have been cut. Motivate them again to share their feelings and identify with them.
4. Let them know that there is leadership. Make it clear that you and other administrative staff are available at all times to comment on work issues. The aim is that there is no climate of uncertainty or speculation. On the contrary, all possible doubts need to be resolved to avoid rumors.
5. Be nice. He sincerely thanks everyone for trying to understand the reason for the measures taken, and for their concern and willingness to go the extra mile to break through these difficult times.
TIPS TO MOTIVATE YOUR TEAM
- Create a trusting environment in which everyone can contribute new ideas.
- Allow your employees to contribute to some decisions.
- Show them how their work affects the bottom line to make them feel special.
- Try to share the corporate identity.
- Help them grow and develop their skills.
- Make constant reviews of their performance.
- Meet with them regularly to discuss questions that affect them.
- I am very happy about your efforts and write them in a note.
- Reward excellence through public recognition.
- Celebrate individual and group successes at general meetings.