Following a downsizing or lay-off as a
result of reorganization, acquisition, or merger, organizations face many change
management challenges that affect the bottom line. One of the most challenging is helping
survivors (those employees who remain with the organization) overcome their potentially
negative reactions to the situation so that they may continue to be productive, motivated,
and positive. Negative reactions are caused by downsizing's violations of two fundamental
human motivating forces:
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The need for security - downsizing
eliminates an employee's sense of security. |
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The desire for fairness - survivors
identify with downsizing victims and as a result, may distance themselves from the
organization, feeling that loyalty deserves job security. |
Job anxiety and job insecurity stifles innovation, deadens morale,
decreases productivity and quality, undermines loyalty, and increases distrust of
management. The Dawson & Dawson Surviving Downsizing Program modifies negative
reactions, facilitates positive change, and minimizes potential organizational problems.
Survivor's Syndrome
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How Downsizing Affects Employees |
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Organizational Imperatives for Downsizing |
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Changes in the Organization, Work Group, and Individual
Responsibilities |
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Techniques to Deal with Changes |
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Taking Responsibility for Your Career |
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Gaining Control of Your Future |
Program Outline
By addressing survivors' needs for security and desire for fairness
through a focused program, the organization achieves the following:
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Constructive identification of shared values,
missions, and goals. |
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Enhanced communications, reducing rumors and
improving information flow. |
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Reduced management and employee guilt, fear, and
grieving. |
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Redefined responsibilities and objective
evaluation of skills. |
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Validation of employee value and contribution. |
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Improved employee responsibility for skill and
career development. |
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Surviving Downsizing