[Ailist] Employee reengagement after downsizing

[Roger Davies]

Hi Pamela 

I'm not sure if this is exactly the same thing but I have managed employees
through a plant shut down and have also taken over management of a facility
that had been recently and significantly downsized.

In the case of the plant shut down the employees remained committed and
actually turned in some of the best monthly performances of that facility.
In the second case the remaining employees remained highly engaged. I think
the cause was similar in each case.

A good deal of prior communication on many levels occurred in each case. In
both there was a recognition that the organization had been built by all the
people who had ever worked there. In remaining committed to its performance
and to maintaining its spirit employees were able to remain proud of their
achievements and respect what had come to be built. There was of course an
element of sorrow that things had changed and some good people had not
survived. But just because their employment ended did not end their
relationships with those people that they had enjoyed working with.

I think a lot has to do with keeping things in context. If being made
redundant one has to accept that it was not due to personal failure. In
remaining employed one does not need to feel guilt or grief but one should
honor the input of those that went before in maintaining the best of their
organization.

I did not know of Ai when I went though these experiences but I can see that
getting 'survivors' to share stories of good times and what made them good
would be valuable. In fact this story telling happens naturally anyway. From
there it's a short step to defining what aspects of the organization should
be carried forward and that will pay 'tribute' to those who have gone
before.

My saddest experience was seeing a fairly advanced, open culture slowly
overtaken by one of excessive control. It became increasingly more difficult
to 'honor' those who had built the organization and take forward what had
been accepted as being key beliefs. This change was much more difficult to
bear for most people.

My advice would be to define the positive core and hang onto it, even
through hard times.

Roger

-----Original Message-----
From: ailist-bounces at lists.business.utah.edu
[mailto:ailist-bounces at lists.business.utah.edu] On Behalf Of Patricia Matteo
Sent: Wednesday, April 01, 2009 9:34 AM
To: ailist at lists.business.utah.edu
Subject: [Ailist] Employee reengagement after downsizing


Hi - I've been asked to help a client organization who is planning
downsizing due to economic conditions. Do any of you have experience with
(or ideas about) an employee reengagement initiative for layoff survivors?
We have tapped the research on Layoff Survivor Syndrome, and want to honor
survivors' feelings of grief and guilt, as well as re-engage them in the
organization. 
 
Thanks in advance.
 
Pamela
Independent OD Consultant









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