Career Executive

According to a recent study of Swiss companies nearly 60% of enterprises surveyed have put into place, as of September 2009, a restructuring plan or are planning to implement one.

At this time, many managers are confronted with the need to manage many uncertainties as regards the teams they manage and to confront a general drop in motivation.

The phenomenon is also Europe-wide, and in neighboring France, the numerous cases of suicides at France Telecom has highlighted the problem.

Experience has shown that companies succeeding in traversing this delicate passage focus not only on the technical aspects of a restructuring plan but also put forward the crucial role of the manager in such difficult junctures.

It is of key importance to the enterprise and its managerial staff to adequately confront these challenges in order to preserve the brand and image of the company, as well as the manager’s image. Any colleagues who leave the company during the crisis period will take with them either a positive, negative, or neutral impression of the company depending upon the manner in which the enterprise and its managers have managed the situation. The influence that departing colleagues will have on the company is not negligible.

On the other side, employees who remain with the company also have a strong need of support. It is necessary to keep them motivated despite the difficulty of the situation, to explain to them carefully the decisions relative to the division of tasks of the collagues who are leaving, and to keep up a good level of productivity. The role of the HR department in the company is control the entire process and the rules concerning the selection of the staff who will have to leave the company as well as the career assistance and aid that will be offered. Some departing staff will accept willingly a leaving package proposed by the company.

What is your role as a manager in this process ? What can a team leader or department head do to support your colleagues who must leave and reassure those who are remaining? Here are a few suggestions:

As a manager or director, it’s your role to go among your team and talk with the people in the dapartments that are affected by the reorganisations. This is certainly not an easy task an you will perhaps fell ill at ease but unfortunately you will not be able to answer all the questions put to you. On the other hand, nothing prevents you from organizing discussions with them. You will not be able to ameliorate the situation magically but the simple gesture of taking the time to talk with members of the team will be appreciated. However, mastering this communication process is never easy. The misunderstanding on the part of the manager of the key elements of the situation can lead to disastrous consequences. Make sure you are completely informed as to the reasons that have led to the company’s firing of staff; what are the benefits and to whom? Your team will probably have heard the speech already by various official channels, but your ability to repeat them, with conviction, will be a decisive factor in the understanding and acceptance of the message.

As a manager you will be rapidly informed as to your future in the company and this well before the majority of your team. Being the only one privy to what will happen puts you in a delicate situation which calls for a real ability to put yourself in the place of your team members. Understand their uncertainties and fears, bring them your support, encourage them and listen to them. Avoid saying things like, « I know what you might be thinking…. »
These kinds of remarks can go down very badly. Try rather, « I understand that this is a difficult period for you and I am committed to providing you the support you need. »

The HR department will probably already have formulated packages or outplacement services or put in place tools for job search. Make sure you are fully aware of the aids and programs that have been put in place and the procedures for obtaining them. The updating of CVs and the interview training are often part of these type of services. If the company is not providing these kinds of outplacement services, inform yourself about external companies offering such services. If the company offering vocational training programs? Are their vocational training programs relevant to the profiles of departing colleagues. The important thing is not to lose from sight the individuals you are trying to support. What are the best options for them? You are probably yourself worried and the most difficult or delicate thing for you will be that other expect from you that you will rise above the difficulties of the situation and manage to lead your team in the best manner possible.

For help with dealing with the situation, rely on your entourage. Call upon your professional contacts both within and without the company. Make use of your network for advice and share your experiences to develop your strength in responding to adverse conditions.