| Any manager’s bottom line during recession | | | | govern the employee’s welfare and should be the |
| involves taking crucial decisions, channeled towards | | | | companies guiding light, when downsizing. |
| decrease of spending while still maintaining or | | | | The immune workers |
| enhancing the company’s performance. | | | | It the top management expectation that the workers |
| In other words, the leadership role is now in continuous | | | | who survive downsizing process are well engaged to |
| challenge since businesses are in survival mode, when | | | | assist in accomplishment of the company’s overall |
| cash generation is more than ever necessary as | | | | goals. |
| opposed to investment projects. | | | | Assuming that they are okay because they were not |
| One indubitable responsive mechanism some | | | | victims will not enhance or maintain their prior |
| corporations have applied to deal with adverse effects | | | | performance; most of them are anxious about the |
| of global economic recession is downsizing, that entails | | | | company’s next move. |
| dismissing some workers. | | | | This therefore means that managers can expect as |
| Employee salaries and remunerations form a good | | | | many cases of disoriented minds as the ones they |
| proportion of any company’s huge expenses, and | | | | just dismissed. |
| this is why times like these increases the risk of | | | | Poor attentiveness during work means reduced |
| redundancy. | | | | productivity for these workers and addressing ways |
| It is never easy to let go of workers a company has | | | | of getting their total commitment back is the first step |
| created such a great rapport with, but recession is an | | | | in enhancing their performance. |
| external force beyond its control. | | | | Mostly, the worry got to do with more job assignments |
| Senior managers understand this completely and if | | | | than before, with little or no pay, for a time until the |
| some employees must go, the first step to ensure this | | | | global recession shifts to stability. |
| incredible internal change is well receipted, is involving | | | | Employees should still feel they are respected assets |
| the victims. | | | | of their employers and this calls for efficient and |
| With the assumption that the HR manager has a | | | | effective communication of all decisions concerning |
| unanimously accepted downsizing strategy in place, | | | | them. |
| starting and completing the process should encompass | | | | A different work structure incorporating the |
| two groups of employees. | | | | consequences of lay offs and the solutions should be |
| The layoffs | | | | put in place, and incorporate employees views as well |
| Keeping the company image outside sparkly, even | | | | as those of managers. |
| after showing some workers the exit door is right | | | | Other moves like abandoning research and |
| treatment for the layoffs, so that they can still preach | | | | development and declining profitable investment |
| good news out there. | | | | projects can help prevent work enlargement for a |
| So, a personnel manager at this stage will have to | | | | given worker to levels they cannot manage. |
| apply some form of organization development | | | | Disposing company assets and inventories, reducing |
| technique to ensure that those who leave are | | | | executive perks and benefits for instance, may create |
| comfortable with the company’s move. | | | | more cash that may be used to balance the payroll |
| Even with highly committed workforce, managers | | | | structure between the executives and immune |
| cannot erase the society or external public interested | | | | workers. |
| in their products and services. | | | | Things like recognizing good or improved worker |
| If the layoffs tarnish the reputation of their former | | | | performances may be necessary while shifting them |
| company to the public, the best performance of those | | | | to different workstations gives them an opportunity to |
| who survived may not take it far. | | | | learn new skills. |
| It would be a great honor to the lay offs, if, first, the | | | | A leadership role giving preference to employee |
| managers take time to explain expressively their | | | | motivational tools is critical to help a company survive |
| reasons for this and then pay them benefits according | | | | recession by employing the best employee |
| to their legal rights as employees. | | | | performance management strategies. |
| Any country has its own stipulated labor laws that | | | | |