Enterprises Need To Handle The Way Of Reducing Staff Carefully.

about Layoffs There are four widely accepted objectives: reducing total costs, improving labour productivity, improving quality and enhancing capital use efficiency. The attrition plan should be carried out in four stages: determining attrition, formulating a plan, announcing attrition, and planning implementation.

At every stage, CIO We should advocate open, transparent and honest attitude towards business status, such as the reasons for attrition, the process of attrition plan and the prospects of business. This kind of frank communication is to build trust and give them what they deserve in those who have been listed as attrition. Right It is very important and it is also important for those who can stay.

Accept new challenges. As an organization, it must become more flexible, more innovative and creative, and must strengthen communication with stakeholders. It emphasizes that flexibility, innovation and communication will raise the level of trust between the management and employees and the degree of decentralization.

　　 Improving the adaptability of enterprises

As the business environment becomes more and more unstable and more and more difficult to predict, the adaptability of enterprises becomes more and more important. Adaptability can be reflected in many aspects, including requiring employees to complete more diverse tasks and expanding the scope of management resources to mobilize organizational resources. This adaptability not only enables organizations to react more quickly in a depressed environment, but also enables them to seize opportunities when environmental changes are less intense.

Stronger organizational adaptability also means making full use of human capital. This can be achieved through cross training among employees, and the regular arrangement of interactive training with customers and suppliers, which is very beneficial to the enterprise.

　 Enhance creativity and creativity

Improving costs, quality and profits may have been enough to make up for a successful attrition in the past. But in the future, innovation is essential. Unfortunately, innovation requires trust and decentralization, and these two elements are often ignored when enterprises are downsizing.

Like DeGraff, a professor of management and organization at University of Michigan's Ross School of business, successful culture and competitiveness may create unique value proposition for the company. The unique value proposition takes years to develop, because it develops through interaction between leaders and employees. But reducing staff and treating those rare talents with ease can easily destroy all of them.

　 Improving communication with stakeholders

Effective communication at the time of attrition is becoming more and more important for the building of key relationships. These key relationships can maintain the enthusiasm, loyalty and trust of employees through creating common values.

Research shows that internal communication can affect the trust between employees and managers. The relationship between managers and employees depends on whether they are honest or not. One is the degree of trust of the left behind in the process of attrition and for the leaders of the organization, and the two is the degree of authority of the people left behind. Although these factors are very important, they often face challenges when organizations are faced with the test of attrition.