Posts Tagged 'layoffs'

Wake up call for Gen Y workforce

Achtung! Wake up kids, it’s a new ball game!  Listen closely now, I’ve got a new word to add to your vocabulary….layoff.

Making my rounds as a small business consultant, in the past 90 days, I’ve noticed a perceptible change in the younger, less experienced workforce…the Gen Y folks in their early 20s. Now, I don’t want to make too much of this observation but…the new generation of workers is getting a rude awakening. No reason to repeat what you all know…times are tough. In some industries, real tough. And, compared to a just one year ago, layoffs are far more common.

Around the water cooler, staff members in the slowing home services business wonder…”Will I be next?”  As I said, to me, this newfound concern for job security is clear.

What does it mean? More importantly, what does it matter?  I believe those of us whose concern it is to manage and lead in tough times, have a real opportunity!  An older member of the management profession, I’ve seen it, lived it all before…backin the late 80s.  Recession then led to job cuts and more work for those who were kept on the team.  And, I must say, we learned alot about productivity, as delivered on a daily basis by concerned workers.

I suppose all I’m saying is….Maslow had it right! His well known “hierarchy of needs” theory is proven to be fact over and over again. Human beings react to the most urgent, most threatening situations in ways that preserve their lives and lifestyles. Nothing new here.  The point is, when people are worried about thier jobs, they tend to listen more closely to those who have the power to end their careers.  “What”, they wonder, “must I do to keep this job?” 

Smart leaders understand that, if only for a fleeting moment in time, Gen Y workers, self-possessed and focused on balance, flexibility and lots of control and immediate gratification in their lives, are going to pay more attention to how they can add value to the company.  This is a good thing!

Smart leaders will sieze the moment!  I’m not talking about grinding an extra 10 percent out of each frightened worker…I’m talking about teaching the new generation of workers how good they can be! Why? Because most have no idea how productive a person can be when focused on the task at hand vs. a consuming belief that life must be fun 24/7!

So, go for it boss! Crank up the training…have more team meetings. Let your best people know that, together, you will weather the recession and emerge a better, more productive team than ever before.

Teach your people to multi-task. Cross train everyone. Show people how good they can be and recognize the positive growth when you see it!

Let’s go America…time to turn off MSNBC and CNN…time to cut out the negative thinking….time to pull you team up by the boot straps! You can do it…your workers can do it….if you understand that it really does take an energized team approach to leading.

Go for it! After all…what is your next best option?


Layoffs and Cutbacks

So, everyone’s buzzing about hard times, a recession driven slow down and staff reductions. 

With all kinds of uncertainties, the most important question is….will I be on the cutback list?  Below, I’ll tell you how to know.  

First, though, understand I’ve lived through and survived several of these scenarios. I base my comments on those experiences. How did I make the “stay” list so often? Luck? Nope.  I was fortunate enough to score some important points; I had what the company wanted.  Do you?

If you have the guts to look honestly at yourself, not just at your self-image but the way others, especially superiors, see you, you will know what’s coming.

First, I’ll focus on the front line worker’s perspective:

1. Understand, companies cut from the bottom to the top. People with the power to cut, never cut themselves. Makes sense, right? Managers in the middle of your organization will be asked to force rank their teams, top to bottom.  If you fall in the lower half, start your job search now! Look at yourself vs. everyone else on your team.

2. Forced rankings place a net value on each employee.  The idea is to measure anything and everything you can do for your employer during this difficult period.  The more you can deliver, the higher your ranking.

3. To approximate your chances of surviving the next cut, take an honest, analytical look at yourself. Look not only at what you see but what others see in you. Focus on these areas of your performance:

*Can I be relied on to meet expectations 100% of the time, regardless of challenges?

*Do I complain about unusual assignments and the occasional request to do something extra…above and beyond my job description?

*How broad based and flexible am I? How many positions can I fill on at least a temporary basis.

*Am I a seen by others as postivie, a team player who is always part of the solution vs. the problemr?

*Do my senior managers like being around me? Do they voluntarily converse with me, making direct eye contact? Or, am I avoided?

*Am I a valuable multi-tasker?

*Do I have the potential to grow and develop as the current business climate brightens and the company regains it’s ability to grow?

*Finally, and you can’t underestimate the gravity of this one….what is the state of office and compnay politics? Who has been sucking up to whom? To whom are favors owed. How secure is your boss and what will he/she do to solidify his or her position. Will you become a “sacrificial lamb”?

Answer those questions and you’ll know whether or not to you are on the hit list.  Good luck!

Now, what about mid-level managers? If this is you, don’t think for a moment you are above it all.  The first thing top managers do in times of impending crisis, is to line up the “sacrificial lambs”. I’ve even seen top people promote these “lambs” so that when the day comes, they will have someone on whom to place blame, shielding themselves.  That’s just the way it is…survival of the fittest isn’t just a silly theory, it’s life.

So, managers in the middle, look at the above list of perceived values and evaluate yourself. Are you really vital to the success of your struggling organizaion? Or, are you an overpaid, fast-talker who has spent the last two or three years telling yourself how great you are. Look at the hard results of your efforts. Can you justify your position? If you were looking down the org chart at yourself, what would your judgment be?

Since you are nearer the top of the organization, you have more exposure to senior managers.  Evaluate your relationships. How are you viewed from above:

*Are you consulted before decisions are taken?

*Are you included in important meetings or sent a meeting summary?

*In meetings, are you and your topics consistently at the bottom of the agenda?

*When extra staff was last added, was it in your department of elsewhere?

*How did your department budget fair last time around?

Do you get the message? If you don’t feel the company places top value on your funtion, and this can be proven by answering the questions above, now it the time to polish up the resume and start networking..which you should have been doing all along.

And, to you, my mid-level friends, an extra measure of’ll need it!