How Do Redundancies Affect Company Culture

redundancy - work and company culture
pandemic company culture - redundancy

A redundancy is always tough. Despite the best intentions, the company you’ve once led into financial safety just won’t be the same anymore. One study even shows that restructuring can have a significant impact on employee well-being.

Learn how redundancies can affect the “survivors” of the company below.

For The Operational Teams

Those who get spared from redundancy can go through a dip in morale and productivity. Also called “survivor’s guilt,” employees who remain will manifest their guilt through depression, anxious thoughts, and poor self-esteem.

According to a study made by Leadership IQ, “74% of employees who kept their job amidst a corporate layoff say their productivity has declined since the layoff.” Around 87% responded that they would be less likely to recommend the company as a great organization to work for following a redundancy.

For The Managers & The HR Department

Also called the “envoys,” managers and members of the HR department carry the most extensive baggage among all employees. Leadership roles are often the ones who open difficult conversations, often with little to no support.

After a period of downsizing, envoys will be hit hardest with the psychological impacts. Feelings of anger, guilt, sadness, and frustration can make them less productive and weaken ties with the company.

What can you do?

Even when all is said and done, there are still things that organizations can do to curb survivor’s guilt among their employees. Communication is critical, so train leaders in your team to be approachable and candid.

Building trust and credibility within your team is crucial to keep their motivations and morale at a stable footing. Managers who can conduct layoffs with compassion and leaders who can consistently manage the workforce following a downsizing will yield the real cost savings.

Are you planning a redundancy in the Philippines? Do the right preparations with Lee Hecht Harrison, a global talent consulting agency with over 400 offices in more than 70 countries. Our league of career coaches and consultants, backed up by the company’s 50+ years of experience in the industry, puts your layoff plan in good hands.

To set an appointment, shoot us a message by clicking here or call 0908-814-2423.

LHH Philippines helps individuals in building better careers, better leaders and better businesses.

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5 Ways to Retain Employees Today

business leadership development
business leadership development

Retaining your best employees is a great yet daunting task. Over the years, the standard for keeping the workplace competitive and satisfying enough for them to stay has evolved. A company with a good retention rate attracts top talent & builds a good reputation.

Failing to retain your top talents has a costly and detrimental effect on your business. It can produce insecure employees, inefficient workflows, and added expenses for training new hires.

Follow our five key strategies below to learn how you can keep your team in the long run.

#1: Schedule Stay Interviews

Companies would typically hold exit interviews when the damage has already been done. While the info given by their soon-to-be ex-employees can be useful, having the foresight to check in with existing teammates can help you assess what’s lacking and what can be worked on at the moment.

#2: Make Them Feel Appreciated

Whether it’s through freebies, promotions, or even upskilling, it’s crucial to recognize your employee’s worth. Be fair and generous to your new and senior employees. The management should always make it a point to validate their team’s work through verbal or financial means.

#3: Check the Work System Regularly

Having a disorganized workflow can bring tremendous stress to an employee. They might feel slighted over the imbalanced approach, absorb additional tasks, and feel burned out in the long run. Make it a point to ensure that the current process is operating productively and justifiably.

#4: Give Ample Opportunities Internally

Indeed, happy people don’t look for jobs often. Providing a clear career path for your employees can foster a more positive outlook towards the company. If they can see how they can succeed, they can manage their expectations and learn the skills needed to climb up.

#5: Give Quality Supervision

An employee who does not feel ‘seen’ is like a doormat: it’s close to the door. Don’t take a top talent for granted by failing to recognize the guidance they deserve. Managers and supervisors must set an encouraging environment for the team, or they will soon fall off.

Retention is a tough road that takes time. You may think it’s barely any good, but it can lead you to success that lasts a lifetime.

Invest in leadership development and employee retention today with our help at LHH Philippines. Our long-standing legacy has shaped thousands of career-centric organizations and individuals in their journey.

LHH helps individuals in building better careers, better leaders and better businesses.