Organization Pattern for Layoff Strategies Part I
By Angsuman Chakraborty, Gaea News NetworkTuesday, December 7, 2004
I think a clear organization pattern emerges in layoff strategies. Single
big layoff is much better for employee morale than multiple small layoffs.
With multiple layoffs people always remains on the edge and fear that their
turn is next in the next round. Productivity drops and gossiping abounds,
with some doomsayers causing most damage. All effort is focused on saving
their own position. Management is perceived as untruthful and unreliable.
With single big layoff “survivors” can soon forget it and get on with their
work and life. They know that management is strong and because of the big
layoff, profitability will increase (at least loss will reduce
significantly) and the company is very likely to turn around.
Its better to take the hard decisions first rather postponing them to the
third round.
As far as stock market goes, it is hard to predict, however strong
management is almost always perceived as a good sign. In fact even recovery
specialists do just that, drastic layoffs and cost cutting in a bid to
revive the company.
What are your thoughts?
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October 7, 2005: 5:58 am
I should say first of all that I assume your talking Patterns in the Alexandrian or Coplien sense - not patterns as “things which just happen” sense. I’ve written some patterns about business design myself, in the process of which I’ve been thinking about a “layoff pattern” however I’ve decided it should not be written. My reasoning is thus: Patterns, says Alexander, should contribute to “Quality without a Name” A layoff pattern would be a “bad pattern.” That said, I think your suggestions are interesting. You are not detailing a pattern that says “Lay people off”, your saying “People must be laid off, how do we do it a humane way that limits damage to company and individuals?” Keep up the thinking. |
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March 14, 2005: 5:00 am
Organization Pattern for Layoff Strategies Part II (Summary) Observed organization pattern in Layoff Strategy… |
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