Status: U Return-Path: Received: from mx-bracke.atl.sa.earthlink.net ([127.0.0.1]) by mx-bracke.atl.sa.earthlink.net (EarthLink SMTP Server) with SMTP id 1lhuW95X23Nl34i0; Mon, 29 Dec 2008 22:06:29 -0500 (EST) Received: from wsmarth-goshawk.pas.sa.earthlink.net ([207.217.120.227]) by mx-bracke.atl.sa.earthlink.net (EarthLink SMTP Server) with SMTP id 1lhuW82mH3Nl34i0 for ; Mon, 29 Dec 2008 22:06:28 -0500 (EST) Received: from domrl-brush.atl.sa.earthlink.net ([207.69.231.198]) by wsmarth-goshawk.pas.sa.earthlink.net with smtp (Exim 3.36 #4) id 1LHUve-0007Nx-00 for merileek@earthlink.net; Mon, 29 Dec 2008 19:05:58 -0800 X-ELNK-Loop: merileek@kerncommunications.com Received: from dukecmmtar02.coxmail.com ([68.99.120.49]) by domrl-brush.atl.sa.earthlink.net (EarthLink SMTP Server) with ESMTP id 1lhuVB5Ko3Nl5vE0 for ; Mon, 29 Dec 2008 22:05:55 -0500 (EST) Received: from merilee07cf8a9 ([68.15.13.44]) by dukecmmtar02.coxmail.com (InterMail vM.6.01.06.05 201-2131-130-106-20070212) with SMTP id <20081230030555.DWLE18528.dukecmmtar02.coxmail.com@merilee07cf8a9> for ; Mon, 29 Dec 2008 22:05:55 -0500 Message-ID: Reply-To: "Merilee:::Kern Communications" From: "Merilee:::Kern Communications" To: Subject: IBD Date: Mon, 29 Dec 2008 19:05:52 -0800 MIME-Version: 1.0 Content-Type: multipart/related; boundary="----=_NextPart_000_0BAE_01C969E8.782C0610"; type="multipart/alternative" X-Priority: 3 X-MSMail-Priority: Normal X-Mailer: Microsoft Outlook Express 6.00.2900.5512 X-MimeOLE: Produced By Microsoft MimeOLE V6.00.2900.5579 X-ELNK-AV: 0 X-ELNK-Info: sbv=0; sbrc=.0; sbf=00; sbw=010; This is a multi-part message in MIME format. ------=_NextPart_000_0BAE_01C969E8.782C0610 Content-Type: multipart/alternative; boundary="----=_NextPart_001_0BAF_01C969E8.782C0610" ------=_NextPart_001_0BAF_01C969E8.782C0610 Content-Type: text/plain; charset="Windows-1252" Content-Transfer-Encoding: quoted-printable Motivate Survivors After Downsizing BY MOREY STETTNER FOR INVESTOR'S BUSINESS DAILY Posted 12/26/2008 Every layoff leaves trauma in its wake. In addition to employees who = lose their jobs, edgy workers wonder if they're next. Motivating these survivors to bear down and stay productive can test = your managerial savvy. They may struggle to sweep aside distractions = that undercut their performance. The prospect of more job losses in 2009 = can breed intensifying fear. After layoffs, the remaining employees think, "What's the impact on me?" = The uncertainty can eat away at them, so your job is to help them focus = on their work. "Managers need to assure employees that the company has a clear = short-term plan," said Lee Froschheiser, chief executive of Management = Action Programs, a training and consulting firm in Sherman Oaks, Calif. = "Employees want to know if the company is doing the right things and = thinking ahead" to protect their jobs. Boost Your Visibility To allay employees' anxieties, unclog communication channels and make = yourself as accessible as possible. Even if you lack answers to = important questions such as, "Will there be more layoffs?" notify = staffers of the latest developments while admitting what you don't know. One of Froschheiser's clients recently launched monthly conference calls = with about 100 employees in three states after the firm cut 10% of its = work force. The president begins each 45-minute call by explaining the = company's strategy, providing progress reports and proposing ways for = employees to help the firm. For the last 10 minutes, employees can ask = questions. Co-author of "Vital Factors," Froschheiser advises leveling with = employees about the likelihood of more bad news ahead. "We've got a plan = in place," he suggests telling them. "We may have to cut costs, and that = could affect jobs. But we've got other ways to cut, and I promise we = will make those cuts first." Along with clear communication, convey to employees that you understand = the bracing impact of layoffs. Your genuine concern can in itself build = trust in difficult times. Among the best ways to show concern is to make sacrifices for the = greater good of the organization, says Gregg Thompson, president of = Bluepoint Leadership Development in Cincinnati. Examples include = voluntarily cutting your compensation and rejecting perks such as = extravagant business travel. You can also meet one-on-one with workers and help them update their = career plans and round out their skill set. "If you can't assure employees that their jobs are secure, then teach = them how to manage their career and develop skills for advancement," = said Michael Simon, president of Simon Group, an executive coaching firm = in Armonk, N.Y. A Healthy Online Dialogue In the aftermath of layoffs, rumors can swirl around your company. Two = co-workers speculating about further cuts can trigger panic as dozens of = their peers join in. "To reduce the negative impact of the rumor mill, create an e-mail = address box where employees can send questions or suggestions," said = John McKee, founder of BusinessSuccessCoach.net in Los Angeles. As a former senior executive at a satellite television firm, McKee = boosted employee morale after a round of layoffs by inviting workers to = post "virtual graffiti" on an Intranet. They would write messages such = as, "I've been a loyal employee here. What gives?" "(The management team) would comment on employees' questions and ideas," = recalled McKee, author of "Career Wisdom." "After they got a response = from a human being, they became more helpful and receptive to having a = dialogue. It defused their anger and hostility. And we got some great = suggestions." ------=_NextPart_001_0BAF_01C969E8.782C0610 Content-Type: text/html; charset="Windows-1252" Content-Transfer-Encoding: quoted-printable
 

Motivate Survivors After Downsizing

BY=20 MOREY STETTNER

FOR=20 INVESTOR'S BUSINESS DAILY
Posted 12/26/2008

Every=20 layoff leaves trauma in its wake. In addition to employees who lose = their jobs,=20 edgy workers wonder if they're next.

Motivating=20 these survivors to bear down and stay productive can test your = managerial savvy.=20 They may struggle to sweep aside distractions that undercut their = performance.=20 The prospect of more job losses in 2009 can breed intensifying fear.

After=20 layoffs, the remaining employees think, "What's the impact on me?" The=20 uncertainty can eat away at them, so your job is to help them focus on = their=20 work.

"Managers=20 need to assure employees that the company has a clear short-term plan," = said Lee=20 Froschheiser, chief executive of Management Action Programs, a training = and=20 consulting firm in Sherman Oaks, Calif. "Employees want to know if the = company=20 is doing the right things and thinking ahead" to protect their jobs.

Boost=20 Your Visibility

To=20 allay employees' anxieties, unclog communication channels and make = yourself as=20 accessible as possible. Even if you lack answers to important questions = such as,=20 "Will there be more layoffs?" notify staffers of the latest developments = while=20 admitting what you don't know.

One=20 of Froschheiser's clients recently launched monthly conference calls = with about=20 100 employees in three states after the firm cut 10% of its work force. = The=20 president begins each 45-minute call by explaining the company's = strategy,=20 providing progress reports and proposing ways for employees to help the = firm.=20 For the last 10 minutes, employees can ask questions.

Co-author=20 of "Vital Factors," Froschheiser advises leveling with employees about = the=20 likelihood of more bad news ahead. "We've got a plan in place," he = suggests=20 telling them. "We may have to cut costs, and that could affect jobs. But = we've=20 got other ways to cut, and I promise we will make those cuts first."

Along=20 with clear communication, convey to employees that you understand the = bracing=20 impact of layoffs. Your genuine concern can in itself build trust in = difficult=20 times.

Among=20 the best ways to show concern is to make sacrifices for the greater good = of the=20 organization, says Gregg Thompson, president of Bluepoint Leadership = Development=20 in Cincinnati. Examples include voluntarily cutting your compensation = and=20 rejecting perks such as extravagant business travel.

You=20 can also meet one-on-one with workers and help them update their career = plans=20 and round out their skill set.

"If=20 you can't assure employees that their jobs are secure, then teach them = how to=20 manage their career and develop skills for advancement," said Michael = Simon,=20 president of Simon Group, an executive coaching firm in Armonk, N.Y.

A=20 Healthy Online Dialogue

In=20 the aftermath of layoffs, rumors can swirl around your company. Two = co-workers=20 speculating about further cuts can trigger panic as dozens of their = peers join=20 in.

"To=20 reduce the negative impact of the rumor mill, create an e-mail address = box where=20 employees can send questions or suggestions," said John McKee, founder = of=20 BusinessSuccessCoach.net in Los Angeles.

As=20 a former senior executive at a satellite television firm, McKee boosted = employee=20 morale after a round of layoffs by inviting workers to post "virtual = graffiti"=20 on an Intranet. They would write messages such as, "I've been a loyal = employee=20 here. What gives?"

"(The=20 management team) would comment on employees' questions and ideas," = recalled=20 McKee, author of "Career Wisdom." "After they got a response from a = human being,=20 they became more helpful and receptive to having a dialogue. It defused = their=20 anger and hostility. And we got some great suggestions."

 

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