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Maintaining Performance During Layoffs
Joe Wynne is a versatile Project Manager experienced in delivering medium-scope projects in large organizations that improve workforce performance and business processes. He has a proven track record of delivering effective, technology-savvy solutions in a variety of industries and a unique combination of strengths in both process management and workforce management.
They said that "employees are our greatest asset." They promoted fantastic starting bonuses. They showcased a wealth of employee benefits. Now, at the first sign of financial stress, they can't jettison employees fast enough. Yet they keep the cubicles and computers. What was more valuable, again?
It's not only the dot-coms who are announcing layoffs now, but industry stalwarts like Cisco and Lucent. Retailers, manufacturers and industries across the board are boldly making announcements of "reorganization." Everywhere project managers are facing the challenge of maintaining performance after the carnage is over. Even if your company is not affected by layoffs directly, your employees are reading the news every day and will experience some of the same consequences. Here is what you need to know to maintain progress toward project objectives.
Workforce Symptoms
First, you want to be on the lookout for certain symptoms to gauge the extent of the effects on your workforce. Be alert during meetings and interactions with employees. Employees may exhibit more uncertainty than usual. They may speak of additional frustrations in getting work done or over the amount of work to be done. There will likely be …
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"I'm not afraid to die, I just don't want to be there when it happens." - Woody Allen |