RESTRUCTURING SINGAPORE HR RIGHT MANAGEMENT EMPLOYEE COMMUNICATION IN A CRISIS
Singapore - A poorly managed restructuring exercise can result in a loss of top performers and sharp decline in morale but here's what HR can do to avoid this scenario.
Dr Ric Roi, senior vice president and Asia Pacific practice leader of Right Management, says honest communication from senior managers is key before any restructuring exercise. In fact, top management should be communicating "more consistently and more openly" than ever during these uncertain stressful times. Roi says, "They should definitely not hide away in their offices and wait for the storm to blow over."
That will cause a lack of confidence in the company as every employee will have their eyes on the senior management's behaviour to gauge any negative outcome. Roi says, "You have to really think through decisions and actions because everyone is watching and thinking ‘What would you do?'"
What's more, communication planning should be done six months beforehand. For example, some HR practitioners may decide not to notify people in advance but to terminate them on the actual day itself. "That's going to have negative consequences," says Roi. "Whatever decisions and actions being made will be amplified or magnified during this stressful time. Take more time and more care to make decisions."
- Don't hide behind closed doors.
- Behave appropriately in front of employees.
- Always double-check key decisions such as which employee to terminate and the length of advance notice given before you enforce them.
In the video below, Dr Ric Roi goes into further details on how to carry out an effective step-by-step internal communication plan six months before a restructuring exercise.
Click here to view: http://theofficesnitch.wordpress.com/2009/06/11/video-key-communication-steps-to-take-before-restructuring/
