Westaff - Your Workplace

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Don't Hesitate, Motivate - Motivating the surviving employees of a corporate downsizing

Motivating employees is always crucial to keeping morale and productivity high. But when there are layoffs, an extra level of encouragement is called for.

Certainly, being laid off ranks right up there with the most unpleasant events in life. But surviving a corporate downsizing can be almost as disagreeable if the remaining employees are left angry, overworked and still fearful for their own job security.

For these survivors of a corporate restructuring, some well-considered actions need to come into play if the company is going to rebound from the change. First and foremost, is keeping the lines of communication open with the remaining employees. All too often, employers will close off communication to avoid dealing with the negative atmosphere. But now more than ever, given the challenging economy and recent world events, employees who remain need to have questions answered and concerns listened to.

The goal for managers should be to change the company mood from one that's heavy with the negative aftershocks of layoffs to a positive emphasis on coming together as a team and moving forward. Here are some workplace motivation basics:

Address employee concerns with open, straightforward communication.
Share status reports about the company with your workers.
Praise employees for outstanding work in front of their peers.
Offer inexpensive, but effective perks like casual Fridays or flexible work schedules.

The services of a staffing agency can also be useful. Overworked employees in a down-sized company can get a real morale boost by being able to hand off certain time-consuming tasks to a temporary employee. That kind of personal and quick action by a supervisor can show employees that their supervisors acknowledge and appreciate that their workload has increased and may have become unmanageable without temporary help.

"It can also be a very cost effective way to take the burden off of regular employees," said Gail Jern, Westaff's Human Resources Representative. "And the money spent for a few days of temporary help with filing or answering telephones, for example, can be minimal compared to the relief and increased productivity of regular employees."

A good staffing agency should also be able to quickly identify and test the appropriate people needed for such a temporary assignment. It should be able to bring new assistance into a downsized office in a relatively short period of time and without a lot of overhead.

Another option, if it can be financially justified within the company, is to consider upgrading software and systems or providing additional tools for employees who are taking on an increased workload.

In general, let employees know that their extra efforts are appreciated. Public praise and recognition are the most powerful workplace motivators, according to a Wichita State University study. Show them that their input is important and valued. As a company restructures to save money, ask employees for their ideas on cost-saving moves and how to change processes to get work done more efficiently. Helping workers focus on surviving the layoffs as a team can often replace their personal feelings of loss.

A well-developed Human Resources Department is also critical in such downsizing situations. A good department should have representatives and services in place that allow employees to voice concerns, vent frustrations and get assistance.