Professional Documents
Culture Documents
Presentation Format
Introduction (Ice Breaking) (5 Minutes) Presentation of Case (15 Minutes) Discussion of Case (5 Minutes) Question and Answer Session Interactive Session (10 Minutes)
Introduction
What is the case about? Is the case Important (Perception)? What is Layoff?
A layoff is defined as the termination of an employee's employment for reasons that are beyond the employee's control and do not reflect discredit upon the employee.
What is a All Hands Memorandum? What we are intended to learn from this case?
Identification of Problem
Business Problem
Layoff Strategy Bounce Back Strategy
Communication problem
Who should deliver the message? Should the President involved in the communication with the employees? All Hands Memorandum to all. Timing of the communication and method of delivering the news.
You will be eligible to apply for unemployment benefits after you are laid off. Continuation of your medical insurance benefits is available, on a self-paid basis. Companys Employee Assistance Program, is available for consultation on financial, emotional and other issues. The enclosed survey is provided by Employment Security. Please complete the survey and return to Human Resources. Your response will help Employment Security tailor future training sessions. All responses are kept confidential.
Your service to Great Lakes Garments, INC. is greatly appreciated. It is my hope that the company will receive additional funds and will be able to recall many employees. If you have any questions whatsoever, please do not hesitate to contact me or your department director. Sincerely, ___________________ ___________________
Dealing Problems
Management Perspective Leaders Must be Visible and Involved During Layoffs Shouldnt Over-Communicate During Layoffs and Downsizing. Make Sure Some Things Stay the Same Following Layoffs or Downsizing. Keeping in frequent touch with the unions to help laid off employees find new work or recall them.
Emphasizing the positive goals that we can accomplish this year together. Provide rewards and recognition wherever it is necessary. Continue to hold expected events, sponsorships, and programs that people have come to count on from the company before the layoffs.
Conclusion
We can improve organizational performance, quality and reputation - even when downsizing and terminating employees. Well-planned downsizing can develop company image, while avoiding angry employees, expensive lawsuits and family tragedies